Industry competency models promote an understanding of the skill sets and competencies that are essential to educate and train a globally competitive workforce.
The Competency Model Clearinghouse is sponsored by the U.S. Department of Labor and provides validated industry competency models and tools to build a custom model and career ladder/lattice for your industry. Information about it can be found at: http://www.careeronestop.org/competencymodel/
Sadly, this is not well marketed, and few workforce professionals seem to know that it even exists!
This session on the Competency Model Clearinghouse will provide an overview of the Clearinghouse and the use of its 22 industry models for Career Pathways and Sector Strategies initiatives. It will show how to use the models to define regional skill requirements, provide career guidance and exploration, support area businesses’ human resource functions, frame certification requirements, and to develop industry-driven curricula.
You do not want to miss this important webinar!
About the presenter:
Alyce Louise Bertsche is the Principal Investigator and Project Manager for the USDOL/ETA Competency Model Initiative. Alyce Louise has over 25 years of experience in the fields of education and employment and training, and is currently a consultant with JBS International in North Bethesda, MD. She has been instrumental in many initiatives to define essential skills for the workplace, including SCANS, Equipped for the Future, the National Retail Federation’s Skill Standards; and the National Skill Standards Board.
W E B I N A R P R E S E N T A T I O N
F O R T H E
N O R T H E A S T R E G I O N A L
E M P L O Y M E N T A N D T R A I N I N G
A S S O C I A T I O N
( N E R E T A )
M A Y 1 , 2 0 1 4
P R E S E N T E R :
A L Y C E L O U I S E B E R T S C H E
J B S I N T E R N A T I O N A L
The DOL Competency Model
Industry Competency Model Initiative
ETA Competency Model Framework
Competency Model Uses
New Model Development and Updates
Questions and Answers
Industry Competency Model Initiative
Industry partners collaborate with ETA to develop
and maintain dynamic models of the foundation and
technical competencies that are necessary in
economically vital sectors of the American economy
These models and tools for using them are posted on
the Competency Model Clearinghouse
Q. What is a competency?
A. The capability to apply a set of related knowledge,
skills, and abilities to successfully perform functions or
Q. What is a competency model?
A. A collection of competencies that together define
successful performance in a particular work setting.
Why Competency Models?
Competency Models are a resource. They can be used to:
Identify specific employer skill needs
Develop competency-based curricula and training models
Develop industry-defined performance indicators
Develop resources for career exploration and guidance
Who uses them?
Human resources professionals
Public workforce development professionals
Competency: “…a specific,
identifiable, definable, and
measurable skill or characteristic that
is essential for the performance of an
activity within a specific business or
A competency model is a clear
description of what a worker needs to
know and be able to do – the
knowledge, skills, and abilities – to
perform well in a specific job,
occupation, or industry.
Features of the Competency Model
User Guides (5) -- career exploration, curriculum
development, hr activities, communicating workforce
needs and assessment or credentialing
Find Resources -- searchable database
Models in Action– real-life examples
Industry Competency Models -- 22 to date
Tools -- online interactive “create your own”
Build a Competency Model
Build a Career Ladder/Lattice
22 Available Industry Models
• Advanced Manufacturing
• Construction - Commercial
• Construction - Heavy
• Construction - Residential
• Financial Services
Health: Allied Health
Health: Electronic Health Records
Hospitality/Hotel and Lodging
Long-term Care, Supports, and
Transportation , Distribution and
How are industry competency
Uses for Competency Models
• Communicate Industry Needs
• Career Exploration and Guidance
• Career Paths, Ladders, and Lattices
• Workforce Program Planning & Labor Pool Analysis
• Curriculum Evaluation, Planning, and Development
• Human Resource Services
• Certification, Licensure, and Assessment Development
• Sector Initiatives
The Competency Models Help Educators by:
• Providing a framework for education and training
• Reducing the course and program curriculum
• Eliminating unneeded redundancy across courses
• Improving instructional materials
• Identifying gaps in current training offerings
The Competency Model Helps Business by:
• Providing a common language for the Industry
• Giving a standardized terminology for describing what
Middle-skilled workers do
• Offering a framework for standardizing job titles and
• Providing a tool to use for staff recruiting and development
Recruiting – describing what workers do
Performance management – communicating roles and
Staff Development – serving as a plan or checklist for professional
The newest model, to be
launched in mid-May.
cooperation with the
Dept. of Homeland
Tiers 4: Industry Wide Competencies
1. Cybersecurity Technology: The knowledge, skills, and abilities needed to
understand the purpose and function of cybersecurity technology, including
tools and systems.
2. Information Assurance: The standards, procedures, and applications used to
protect the confidentiality, integrity and availability of information and
3. Risk Management: The systems, tools, and concepts used to minimize the risk
to an organization’s cyberspace and prevent a cybersecurity incident.
4. Incident Detection: The knowledge, skills, and abilities needed to identify
threats or incidents.
5. Incident Response and Remediation: The knowledge, skills, and abilities
needed to respond to and remediate an incident, as well as restore functionality
to the system or infrastructure.
Tiers 5: Industry Sector Functional Areas
1. Securely Provision Systems: Specialty Areas responsible for conceptualizing, designing, and
building secure information technology (IT) systems, with responsibility for some aspect of the systems'
2. Operate and Maintain IT Security: Specialty Areas responsible for providing the support,
administration, and maintenance necessary to ensure effective and efficient information technology (IT)
system performance and security.
3. Protect and Defend from Threats: Specialty Areas responsible for identifying, analyzing, and
mitigating threats to internal information technology (IT) systems or networks.
4. Investigate Threats: Specialty Areas responsible for investigating cyber events or crimes of
information technology (IT) systems, networks, and digital evidence.
5. Collect Information and Operate Cybersecurity Processes: Specialty Areas responsible for
specialized denial and deception operations and collection of cybersecurity information that may be
used to develop intelligence.
6. Analyze Information: Specialty Areas responsible for highly specialized review and evaluation of
incoming cybersecurity information to determine its usefulness for intelligence.
7. Oversee and Govern Cybersecurity Work: Specialty Areas responsible for providing leadership,
management, direction, or development and advocacy so that the organization may effectively conduct
Crosscutting, Industry-wide means:
Models are resources to build on, not end products.
Models include major industry principles and unique
What makes this industry different from other
What commonalities should everyone in the field
What key industry technologies are there?
What are the key components of the culture of the
Crosscutting, Industry-wide means:
Models represent broad industry level, not particular
The models don’t describe a standard of behavior.
Every worker doesn’t have every skill, or every skill at
the same level.
Shows what worker requirements for the industry are
shared among occupations within the sector.
Models aren’t intended to replace existing
Models support workforce development training, and
are typically focused on the post-secondary level.
Tiers 1-3: Foundational Skills
The Foundational Skills are newly updated.
Personal Effectiveness Competencies
Tier 4 Block Structure
Each Tier 4 block has:
Critical Work Functions
Technical Content Areas
The knowledge, skills, and abilities needed to
understand the purpose and function of
cybersecurity technology, including tools and
Critical Work Functions:
Explain the core concepts of cryptography
and cryptographic key management
Explain the concept of public key
Explain symmetric key rotation
techniques and concepts
Describe encryption methodologies
Explain IT architectural concepts and
Explain security system design tools,
methods, and techniques
Demonstrate knowledge of information
Demonstrate knowledge of communication
methods, principles, and concepts
Explain parallel and distributed computing
Explain remote access technology concepts
Describe how different file types can be used
for anomalous behavior
Distinguish between data in use, data in
motion (transit), and data at rest
Describe the capabilities of different
electronic communication systems and
Understand system life cycle management
principles, including software security and
Technical Content Areas
Core concepts and methodologies
Encryption concepts (e.g., symmetric vs.
asymmetric, transport encryption, digital
Cryptographic tools and products (e.g., WEP,
Public Key Infrastructure (PKI)
Certificate authorities and digital certificates
Electronic communication systems and
Voice over Internet Protocol (VoIP)
Instant Messenger (IM)
Direct video broadcasts
Algorithm complexity theory
Communication methods, principles,
Upcoming Models and Model Updates
Geospatial Technology Update
Engineering – New Model
Hospitality and Tourism – Model Update and Expansion
A series of Web meetings will be held to refine and validate
each model with Subject Matter Experts.
You’re invited to participate:
Participate in the Web consultations
Recommend colleagues and organizations to join in
Competency Model Clearinghouse
Competency Model Clearinghouse:
Competency Team Contact Information
Pam Frugoli, ETA Office of Workforce Investment
Phone: (202) 693-3643
Lauren Fairley-Wright, ETA Office of Workforce
Phone: (202) 693-3731
Alyce Louise Bertsche– Competency team
Phone: (202) 693-3787