Competency Frameworks To be used in conjunction with the 1st Class HR ‘Competency Frameworks’ Management Guide available at www.1stclasshr.co.uk

This session focuses on the use of competency frameworks in an organisation.

Learning Objectives To understand the definitions of a competency and a competency framework To find out why competency frameworks are important and how they can be used To learn how to develop and implement a competency framework effectively To learn how to ensure that the competency framework works well in practice.

Definitions Competencies - the behaviours that an employee should have, or should acquire in order to perform in their job and in their organisation. Competency Framework - a model that broadly defines the blueprint for ‘excellent’ performance within an organisation.

Why are competency frameworks important? Competency frameworks allow organisations to define an expected standard of performance, which in turn allows employees to make judgements about their attitudes and behaviours in the knowledge of what is important to the organisation.

How can competency frameworks be used? Recruitment – to determine interview questions /assessment tools in a recruitment process to ensure that the successful candidate demonstrates or has the aptitude to learn to demonstrate the competencies. Appraisals/Performance Management – to underpin the achievement of objectives with the demonstration of competencies. Organisational Change – to underpin a restructuring or re-organising process in a team or department. Analysis of Training Needs – to highlight areas for development for individual staff or teams.

What should a competency framework look like? Generally a competency framework is structured so that each competency is clearly defined by a sentence or two, and then underneath each competency a description of positive and negative indicators provides the specific detail of what the organisation expects from its employees.

What should a competency framework look like? Sometimes competency frameworks are visual: NHS Leadership Competency Framework

What should a competency framework look like? Sometimes competency frameworks are written: Emeraldinsight.com

How to develop a competency framework Step 1: Decide what behaviours are important to the organisation, and how these should be demonstrated. Get input from staff and managers in this process. Step 2: Ensure that the competencies are generic enough to apply to all roles across the organisation, but specific enough to be measurable for each individual. Step 3: Put it into a simple format that meets the needs of the organisation and staff.

How to implement a competency framework Step 1: Consult with all staff about the framework and give them opportunity to feed back. It should not be a surprise to staff when the competencies start to be assessed in practice. Step 2: Provide training for all staff and for line managers. Step 3: Review the framework regularly to make sure that it supports the delivery of strategic goals.

Ensuring that it works in practice TOP TIPS: Keep the language and structure simple Make sure the framework is easily accessible Review company policies to ensure that they support the competency framework Crucially, ensure that the framework is directly linked to the achievement of organisational goals.

Learning Outcomes You are now able to… define a competency and a competency framework develop and implement a competency framework effectively ensure that the competency framework works well in practice. You now know/understand… why competency frameworks are important and how they can be used

Thank you For more information about competency frameworks, including a sample framework, go to www.1stclasshr.co.uk Or call on 01362 680009.