The CPRS 2008 Annual Conference Long Beach Richard T. Houston, Ed.D., Peopleassets [email_address] with Barry Weiss, San Carlos and Kevin Miller, Foster City Taking Your Park Staff to the Next Level: The CPRS Park Competency Model
What a competency model is.
Why competency models make sense.
Why implementation methodology is critically important.
How it has been used in pilot studies.
How to ensure it has a real payoff.
A Critical Time for Skilled Leadership
The BIG PICTURE is likely to include:
Budget reductions and prioritization of public safety needs result in funding cutbacks / challenges
Diversity of the “customer base” present new demands for services
Urgent need to wield political clout
Coalitions and partnerships become increasingly important
Are these themes familiar?
Pending retirements threaten a significant loss of expertise and “know-how”
We know the ‘high flyers’ from the average performers but we don’t know why, …nor how to “reproduce” them
We support professional development but we don’t know if it has a tangible payoff
Why Competency Models?
Competency models add value …
As a career development map
As a structure to focus results-oriented professional development programming
As a framework for succession planning
As a guide for making hiring decisions
As a structure for making expertise an organizational vs. a personal asset
A c ompetency model looks at critical skills & behaviors.
Defines how high performing park and recreation professionals are different from average performers
Identifies those critical skills and behaviors that are essential for successful performance
The medium is the message
Your competencies are a complex mix of “built in” attributes as well as acquired skills and knowledge. What is missing is a tool to assess those & to plan for their improvement. Competencies of a Park Professional Personal Attributes Knowledge Skills Experience