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Workforce Planning Competency Based Selection Michael Davis Sandra Sales

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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>

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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>

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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>

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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>

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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>

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Job Analysis <ul><li>What? </li></ul><ul><li>Why? </li></ul><ul><li>When? </li></ul><ul><li>Who? </li></ul>

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Examination Planning <ul><li>Human Resources Role - Process experts </li></ul><ul><li>Program Manager’s Role - Job knowledge, program expertise </li></ul>

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Star Search <ul><li>High Performers </li></ul><ul><li>Average Performers </li></ul><ul><li>Poor Job/Person Match </li></ul>

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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>

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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>

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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?

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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

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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>

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Competency Based Selection Video Demonstration Video

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Workforce Planning Competency Based Selection Thank you for participating! Michael and Sandra