July 31, 2009 at 4:15 pm #76937
Is any one out there doing competency modeling (as recommended in the DEO Handbook)? I have worked on several, just trying to see if I’m in the “ball park” with my methodology and results.
August 5, 2009 at 3:20 pm #76955
My team regularly develops competency models. What methodology are you using? Will you be using yours for training and development purposes and/or for selection/performance management? There are different levels of validation for the different uses.
August 5, 2009 at 9:52 pm #76953
Except for assessment centers, training, job description and/or recruiting I try to stay away from competencies. Competency is the use of a related set of KASOs in order to acheive or address a specific task or duty. A full job analysis might result in 200 KASOs, but 10 or 15 competency statements.
For instance, the DEO Handbook lists competencies. Agility is defined as “Bends, stretches, twists or reaches out with the body, arms and legs. So, which is it? Does the job require bending OR reaching with the arms OR legs?
Since competency is not addressed in the Uniform Guidelines, but KSAs are, I try to use KSAs and link them to specific tasks or duty statements. Additionally, the courts tend to want to break things down into small describable bites, and the use of competencies cn be overly broad and more descriptive than analytical.
I too am interestsed in agencies that are using competencies in place of KASOs.
August 7, 2009 at 2:38 pm #76951
We have been developing competency models at NIH for about 2 years now. They have gone through many incarnations. I worked with our completencies Team for about 6 months and I am now working on human resource compentencies. I would be happy to take a look at what you have to see if it gels with what we have if we want to take a look at what we are working you can visit http://hr.od.nih.gov/workingatnih/competencies/default.htm
August 13, 2009 at 8:23 pm #76949
Peter, Are you using the governmentwide HR competency model as your starting point? OPM will be going out with an HR assessment in the spring using that model. So you want to be careful not to have internal tools that don’t match the governmentwide model. If you are using the governmentwide model, what are you doing with it? Anything we might be able to piggyback off of? We are going to take the 201 model and use it as the starting point to develop a 203 model. That will give us a fuller picture of our HR workforce when we do an assesment as well as help us create a career ladder.
August 14, 2009 at 12:56 am #76947
Steve – have you taken a look at the DOD HR Model? You can find it on the CPMS website. What kind of assessment are you doing?
August 18, 2009 at 7:21 pm #76945
At Interior we have a competency team that has built on the work of previous competency teams and now believe we have a framework that will allow us to support the employee lifecycle. We’re using the OPM HR model including behavioral anchors. We also are planning to host a meeting of other feds who are entering into this with more rigor in September. Let me know if you want an invite. We hope to identify various occupational areas and see if we can spread the work around and then share what we find.
August 20, 2009 at 5:30 pm #76943
Did you develop your own anchors? The OPM model has some pretty generic stuff and we’d like to have some better stuff.
I’d be really interested in a attending the meeting you are planning. Do you work with Martin Pursley? I believe he’s on your competency team. He came out here to NOAA to discuss related topics a few weeks ago.
August 20, 2009 at 5:34 pm #76941
Cheryl – We use the OPM model since that is the one we have to report on annually to OPM. But I will check out the DOD model, perhaps I can use some of it to build onto the OPM model for internal use. We do an organization wide online proficiency survey each year (supervisor and self ratings). This is essentially the same as the FCAT-HR out of OPM but we like to do our own so we have better access to the data and can customize the demographics. While not the most valid process, it is one we can do and the data is useful for workforce planning purposes as well as encouraging employee/supervisor discussions.
August 21, 2009 at 5:53 pm #76939
In Washington State we use a competency system based on KSAB’s. More detailed information is available on our website at: http://www.dop.wa.gov/strategichr/WorkforcePlanning/Competencies/Pages/default.aspx
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