Competency Based Selection Presentation

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  • Competency Based Selection Presentation

    1. 1. Workforce Planning Competency Based Selection Michael Davis Sandra Sales
    2. 2. Workshop Objectives <ul><li>Purpose </li></ul><ul><li>Concepts </li></ul><ul><li>Techniques </li></ul><ul><li>Validity - Job Relatedness </li></ul><ul><li>Exercise </li></ul><ul><li>Demonstration </li></ul>
    3. 3. Why Competency Based Selection? <ul><li>Organizational Streamlining </li></ul><ul><li>Workforce Planning </li></ul><ul><li>Internet Based Exams </li></ul><ul><li>Improving Job Person Match </li></ul><ul><li>Predicting Success </li></ul><ul><li>Reducing Turnover </li></ul>
    4. 4. Competency Definition <ul><li>Technical Competency - Determines what work is accomplished. </li></ul><ul><li>Personal/Interpersonal Competency - Determines how the work is accomplished. </li></ul>
    5. 5. History of Competency Based Selection NEOAC-CLUES <ul><li>N euroticism </li></ul><ul><li>E xtroversion </li></ul><ul><li>O penness </li></ul><ul><li>A greeable </li></ul><ul><li>C onscientious </li></ul><ul><li>S tability </li></ul><ul><li>E xtroversion </li></ul><ul><li>U ndogmatic </li></ul><ul><li>L ikable </li></ul><ul><li>C onscientious </li></ul>
    6. 6. Normal Distribution of Competency <ul><li>Envision the bell curve </li></ul><ul><li>Focus on high performers in a specific position/job </li></ul><ul><li>Distinguishing characteristics </li></ul>
    7. 7. Job Analysis <ul><li>What? </li></ul><ul><li>Why? </li></ul><ul><li>When? </li></ul><ul><li>Who? </li></ul>
    8. 8. Examination Planning <ul><li>Human Resources Role - Process experts </li></ul><ul><li>Program Manager’s Role - Job knowledge, program expertise </li></ul>
    9. 9. Star Search <ul><li>High Performers </li></ul><ul><li>Average Performers </li></ul><ul><li>Poor Job/Person Match </li></ul>
    10. 10. Identifying Essential Competencies <ul><li>Technical Competency - Technical expertise essential to perform the defined duties </li></ul><ul><li>Personal/Interpersonal Competency - Individual characteristics demonstrated by high performers </li></ul>
    11. 11. Measuring Competency <ul><li>Job Relatedness </li></ul><ul><li>Technical - Application, resume, Experience, Reference Check, Work Samples, Interview, Reference Check </li></ul><ul><li>Personal/Interpersonal - Interview, Reference Check </li></ul><ul><li>Probation Period Management </li></ul>
    12. 12. Competency Based Question Personal/Interpersonal Competency - Trustworthy Question - All of us are confronted by a variety of temptations in our jobs. Can you tell us about such a time in your experience and how you handled it?
    13. 13. Making the Competency Based Decision Hire Hard using all of the information gathered from job analysis through the probation period. The ultimate success is to Manage Easy
    14. 14. Record Keeping <ul><li>Job Analysis, including star search information </li></ul><ul><li>Maintain all paperwork from the exam planning process </li></ul><ul><li>Take and keep copious notes from the interview process </li></ul><ul><li>Reference check information must be maintained </li></ul>
    15. 15. Competency Based Selection Video Demonstration Video
    16. 16. Workforce Planning Competency Based Selection Thank you for participating! Michael and Sandra

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