info
Google Groups no longer supports new Usenet posts or subscriptions. Historical content remains viewable.
Dismiss
Competency Dictionary Spencer.pdfl
18 views
Skip to first unread message
Nga Sagastume
Nov 29, 2023, 12:29:44 AM11/29/23
to
A competency dictionary is a tool or data structure that includes all or most of the general competencies needed to cover all job families and competencies that are core or common to all jobs within an organization (e.g., teamwork; adaptability; communication). They may also include competencies that are more closely related to the knowledge and skills needed for specific jobs or functions (e.g., IT skills, financial administration skills).[1]
Competency Dictionary Spencer.pdfl
Download File https://t.co/wWe0KXWp2m
A typical comprehensive competency dictionary should include a broad range of competencies developed through extensive literature search, review of best practices as well as ongoing refinement based on field research with various client groups. The competencies in the dictionary are required by a broad range of employees functioning within a wide variety of private and public sector organizations. The demonstration of these competencies by employees and managers is related to increased performance at the individual, team, and organizational levels.
Each competency has a general definition, which provides the user with a general understanding of the type of behavior addressed by a particular competency. Each competency includes up to five proficiency levels and each level has an associated brief statement describing how that particular level is distinct from the other levels within that competency. The behavioral indicators at each proficiency level are illustrative of the proficiency level as opposed to representing a definitive list of all possible behaviors at each level.
Finally, the defined levels of proficiency for each competency are incremental and additive so that employees demonstrating proficiency at a particular level can be assumed to perform effectively at all competency levels below.
Organizations typically include incremental competency proficiency scales as part of the overall competency structure. These scales reflect the amount of proficiency typically required by the organization within a competency area. For example, communication skills may be a requirement for most entry-level jobs as well as at the executive levels; however, the amount of communication proficiency needed at these two levels may be quite different.
Organizations typically define in their competency profiles the levels of performance (proficiency) to be attained for each competency. These are often driven by the use to be made of the competency profiles. For example:
It is important to define what standard (or standards) of performance will be modeled in the competency profiles as a component of the competency architecture. An example of how these standards for employee performance relate to competency proficiency is shown below.
Organizations may chose to create their own competency dictionaries, or purchase one that has been developed by experts in competency profiling and competency-based management. The advantage of developing a competency dictionary is that it will reflect which competencies are required for success in the organization and it will expressed in a way that reflects the values, vision and way of communicating within the organization. On the other hand, this option is very costly and time-consuming, and most do not have the internal expertise to complete this task
Purchasing a competency dictionary from a reputable company has the advantage of providing the organization with a well-developed and researched dictionary that can be used in a timely manner to support profile development and implementation. The disadvantage is that the dictionary may not reflect the full range of competencies needed, nor reflect them in a language that is suitable for the organization.
Our Point of Care program is nationally recognized for its comprehensive program, training and competency, training more than 11,500 nurses in point-of-care testing. In addition our Point of Care team provides support to over 150 clinics.
In addition to laboratory services, the team and pathologists, along with the IU School of Medicine, assist with formal teaching programs, including the following:
eebf2c3492
Competency Dictionary Spencer.pdfl
Download File https://t.co/wWe0KXWp2m
A typical comprehensive competency dictionary should include a broad range of competencies developed through extensive literature search, review of best practices as well as ongoing refinement based on field research with various client groups. The competencies in the dictionary are required by a broad range of employees functioning within a wide variety of private and public sector organizations. The demonstration of these competencies by employees and managers is related to increased performance at the individual, team, and organizational levels.
Each competency has a general definition, which provides the user with a general understanding of the type of behavior addressed by a particular competency. Each competency includes up to five proficiency levels and each level has an associated brief statement describing how that particular level is distinct from the other levels within that competency. The behavioral indicators at each proficiency level are illustrative of the proficiency level as opposed to representing a definitive list of all possible behaviors at each level.
Finally, the defined levels of proficiency for each competency are incremental and additive so that employees demonstrating proficiency at a particular level can be assumed to perform effectively at all competency levels below.
Organizations typically include incremental competency proficiency scales as part of the overall competency structure. These scales reflect the amount of proficiency typically required by the organization within a competency area. For example, communication skills may be a requirement for most entry-level jobs as well as at the executive levels; however, the amount of communication proficiency needed at these two levels may be quite different.
Organizations typically define in their competency profiles the levels of performance (proficiency) to be attained for each competency. These are often driven by the use to be made of the competency profiles. For example:
It is important to define what standard (or standards) of performance will be modeled in the competency profiles as a component of the competency architecture. An example of how these standards for employee performance relate to competency proficiency is shown below.
Organizations may chose to create their own competency dictionaries, or purchase one that has been developed by experts in competency profiling and competency-based management. The advantage of developing a competency dictionary is that it will reflect which competencies are required for success in the organization and it will expressed in a way that reflects the values, vision and way of communicating within the organization. On the other hand, this option is very costly and time-consuming, and most do not have the internal expertise to complete this task
Purchasing a competency dictionary from a reputable company has the advantage of providing the organization with a well-developed and researched dictionary that can be used in a timely manner to support profile development and implementation. The disadvantage is that the dictionary may not reflect the full range of competencies needed, nor reflect them in a language that is suitable for the organization.
Our Point of Care program is nationally recognized for its comprehensive program, training and competency, training more than 11,500 nurses in point-of-care testing. In addition our Point of Care team provides support to over 150 clinics.
In addition to laboratory services, the team and pathologists, along with the IU School of Medicine, assist with formal teaching programs, including the following:
eebf2c3492
0 new messages