Workforce Development Series Part (1): Understanding Your Position and Your Knowledge, Skills, and Capabilities offers information for participants to begin to understand or better understand their knowledge, skills, abilities, and capabilities. Learn whether your skills fit into one field, or multiple fields. After this workshop, participants should be able to: - Explain their current knowledge, skills, abilities, and capabilities - Walk through and describe a position description - State some aspects of self development

1. Workforce Development:
Understanding Your Position and Your
Knowledge, Skills, and Capabilities
Part 1 of a 3-part Series
April 9, 2016
Bear, Delaware (USA)
Library Program Provider for New Castle County
Presenter: Sharon L. Burton, DBA-QSM, MBA-HRM, MBA-Mgmnt, LSSBB, HCS, SWP

2. WELCOME
Dr. Sharon L. Burton
sharon.burton@slburton.com
302-661-1852
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3. Abstract
Understanding your current position and your knowledge, skills, and
capabilities is important in today’s work climate. Companies no longer offer
the level of education provided years ago. People are hired with the
expectation of having a certain set of capabilities. As an employee, consultant,
or contractor, you must be aware of your complete capability set. Know
whether your skills fit into one field, or multiple fields. This working session
walks through how to understand your position, as well as your knowledge,
skills, abilities, and capabilities. Also, you will review how to understand
position descriptions, and how your particular position description affects you.
More, this session will discuss skill development, in particular, how you may
enhance your particular skills. Finally, this session reviews how these skills
affect advancement. This data can be utilized by employed individuals, and
unemployed individuals for personal development. Also, practitioners and
academes can use this information as business process improvement data.
Keywords: employment, unemployment, personal development, continuing
education, business process improvement, learning and development
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4. Purpose and Audience
Purpose: The purpose of this presentation is to walk through how
to understand your current (i.e., employed, unemployed,
underemployed) position, knowledge, skills, abilities, and
capabilities. The
Audience: Employed Individuals, Unemployed Individuals,
Under employed Individuals, Practitioner, and Academes
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5. Objectives
Objectives: Provide audiences with guidance to:
• Understand current knowledge, skills, abilities,
and capabilities
• Walk through the position description
• State some processes of self development
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6. Learning Outcomes
LO’s: Participants should be able to:
• Explain their current knowledge, skills, abilities, and
capabilities
• Walk through and describe a position description
• State some aspects of self development
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7. National Workforce Data
Labor Force Statistics from the Current Population Survey
(Bureau of Labor Statistics, 2016, Databases, Tables)
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8. Delaware Workforce Data
Mid-Atlantic Information Office - Delaware
(Bureau of Labor Statistics, 2016, Databases, Tables)
Percentages
Number of persons, in
thousands, seasonally
adjusted
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9. Job Knowledge
Competency Matrix, 2016, Ratings.docx
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10. Position Description
“A position description is a formal document that summarizes
the important functions of a specific job, using clear and
concise language. The position description should accurately
represent actual duties and responsibilities as well as
job specifications.”
(University of Delaware, n.d., Tips for Writing)
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11. Position Description
Look for the following in a position description:
 Job Description
 Location of the position
 Duration of the work
 Description of the type of worker sought
 Job Requirements/Duties
 Position requirements in order of priority
 Tools requirements
 Nice to know information
*Review the three position descriptions after this slide to gain a better
understanding of position descriptions.
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12. Position Description
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Java Developer
Careerbuilder, Position Description, 2016

13. Position Description
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Java Developer
Careerbuilder, Position Description, 2016

14. Position Description
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Java Developer
Careerbuilder, Position Description, 2016

15. Position Description
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Java Developer
Careerbuilder, Position Description, 2016

16. Position Description
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Monster, Position Description, 2016

17. Position Description
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Monster, Position Description, 2016

18. Position Description
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19. Position Description
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20. Position Description
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21. Skills
A skill is the competence that extends from an individual’s
knowledge to perform something well.
.
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22. Salient Questions
1. In terms of your position, who are you?
2. What are the key skills for your current position?
3. What skills are you missing for your current role?
4. What skills are you missing, if you do not have a position, for
the position you seek?
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23. Knowledge & Skill Building
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Through knowledge building, participants:
- Enhance their knowledge, skills, and
exposure to new opportunities and
capability development
- Widen opportunities for gainful
employment

24. Knowledge & Skill Building
Skill building occurs through reading, participating
in, or practicing the following:
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25. Generations Working Together
Year Range Generation
1996-2012 Generation Z
1979-1995 Generation Y
(Millennials)
1965-1978 Generation X
1945-1964 Baby Boomers
X-1944 Matures
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Adapted from Burton, 2007, Quality Customer Service

26. Emotional Intelligence/Quotient
Emotional Intelligence (Quotient) is the aptitude of a person to:
 identify their emotions, as well as understand other individual’s
emotions,
 distinguish amid diverse feelings and classify such emotions
appropriately,
 use emotional intelligence (quotient) to lead your thought processes and
behaviors.
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27. Emotional Intelligence/Quotient
Not just a box to check
Inventory of personal skills
Key component to your success and longevity
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28. Emotional Intelligence/Quotient
Daniel Goleman provides a great book regarding
emotional intelligence. He speaks to the rational and
the emotional mindsets.
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29. Participate in Part 2
(April 16, 2016): Cross-referencing Your Current Skills to
Required Skills for Advancement, a working session. Part two
(2) will cover how to cross-reference your current skills with
skills needed to advance your cause. Additionally, participants
will receive guidance to think outside the box for skill
development. Be prepared to document information that will
support your success.
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30. References
Bureau of Labor Statistics. (2016). Databases, tables & calculators by subject. Retrieved from
http://data.bls.gov/timeseries/LNS14000000
Bureau of Labor Statistics. (2016). Mid-Atlantic information office – Delaware. Retrieved from
http://www.bls.gov/regions/mid-atlantic/delaware.htm#eag
Burton, S. L. (2007). Quality customer service: Rekindling the art of service to customers. USA: Lulu
Publications
Careerbuilder. (2016). Java developer position developer. Retrieved from
http://www.careerbuilder.com/job/J5L3C7775BZJPJ211KN?ipath=JRG1&searchid=529e5661-18e0-
486d-9a15-31783a7087b6&siteid=ns_us_g
Monster. (2016). Bank teller responsibilities. Retrieved from http://hiring.monster.com/hr/hr-best-
practices/recruiting-hiring-advice/job-descriptions/bank-teller-job-description-sample.aspx
Monster. (2016). Call center representatives responsibilities. Retrieved from http://hiring.monster.com/hr/hr-
best-practices/recruiting-hiring-advice/job-descriptions/information-specialist-job-description.aspx
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31. References
Monster. (2016). Information specialist responsibilities. Retrieved from
http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-
advice/job-descriptions/information-specialist-job-description.aspx
Rating.docx. (2016). Competency matrix. Retrieved from
https://www.wm.edu/offices/hr/documents/compensation-perf-
management/competencymatrixbyrating.pdf
University of Delaware. (n.d.). Tips for writing a job description.
Retrieved from http://www.udel.edu/hrclass/jobdesc2.html
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32. Thank You for Joining Me
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Sharon L. Burton, DBA, MBA, LSSBB, HCS, SWP,
Kirkpatrick Four Levels Evaluation Certified
Sharon.burton@slburton.com
302-547-80010
www.slburton.com
Contact Dr. Sharon L. Burton to design, develop, and facilitate your
workforce development seminars, workshops, and courses.