The competence portfolio: Reflection for organisational renewal Samantha Slade Percolab.com October 17, 2007 ePortfolio 20...
Portfolios can help document and develop one’s competences and can be a valuable and empowering exercise for an individual...
The same is true for a team Foundphotoslj, flickr
and also for an organisation Photo, Jyri Engestrom, Flickr
The reflective exercise inherent in a portfolio process is useful for organisations to collectively take stock of how they...
Here is our experience of accompanying an artist-run print studio in Quebec through a competence portfolio process. Photo:...
The process 1. Conduct a participatory audit of the organisations’ competences 2. Develop the organisational ePortfolio 3....
1.1 Organisational Culture Visit the organisation Analyse core documents Work with a group of representatives to clarify q...
1. 2 Competence Framework A common vocabulary : competences, ty pical activities, indicators of performance etc. .   Le Gr...
1.3 Competence framework Appropriation activity   ex. placing the competences in order of importance with which the organi...
<ul><li>Production - 135 </li></ul><ul><li>Support - 120 </li></ul><ul><li>Administration- 70 </li></ul><ul><li>Management...
1.3 Activities Inventory Document current and past activities of the organisation for each competence. Photo: http://www.c...
1.4 Evaluating competence <ul><li>Ex.  Define and update the artistic orientation </li></ul><ul><li>1. Define, detail or c...
2. ePortfolio
2. ePortfolio
ePortfolio as a tool for… <ul><li>Strategic decision making </li></ul><ul><li>Competence-based analysis </li></ul><ul><li>...
Reaction from committee member “ It’s a perspective on us that we would have been incapable of structuring without never e...
Reaction from committee member “ Very impressive - the sum of information gathered and the elements that came out of the p...
Lessons <ul><li>Existence of a competence framework  adapted to organisations </li></ul><ul><li>Representative participant...
“ The health of the learning ecology of  the organization depends on effective nurturing of information flow. ”   George S...
Thank you Percolab.com Samantha Slade [email_address]
The competence portfolio: reflection for organisational renewal
The competence portfolio: reflection for organisational renewal
The competence portfolio: reflection for organisational renewal
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The competence portfolio: reflection for organisational renewal

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This presentation shares the experience of an organisation competence audit that lead to the production of an eportfolio that can then be used as a tool for organisational development.

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The competence portfolio: reflection for organisational renewal

  1. 1. The competence portfolio: Reflection for organisational renewal Samantha Slade Percolab.com October 17, 2007 ePortfolio 2007, Maastricht
  2. 2. Portfolios can help document and develop one’s competences and can be a valuable and empowering exercise for an individual. Photo, Kris Krüg, Flickr
  3. 3. The same is true for a team Foundphotoslj, flickr
  4. 4. and also for an organisation Photo, Jyri Engestrom, Flickr
  5. 5. The reflective exercise inherent in a portfolio process is useful for organisations to collectively take stock of how they developed over time and to strategically move forward. Photo: Melanie b, Flickr
  6. 6. Here is our experience of accompanying an artist-run print studio in Quebec through a competence portfolio process. Photo: http://samkerson.com
  7. 7. The process 1. Conduct a participatory audit of the organisations’ competences 2. Develop the organisational ePortfolio 3. Use the ePortfolio as a tool for organisational development Photo: Atelier Circulaire
  8. 8. 1.1 Organisational Culture Visit the organisation Analyse core documents Work with a group of representatives to clarify questions: ex. What brought you to the organisation initially ? and Why are you still here ? Photo: http://samkerson.com
  9. 9. 1. 2 Competence Framework A common vocabulary : competences, ty pical activities, indicators of performance etc. . Le Groupe Réseau Conseil pour le Conseil Québécois des Ressource Humaines en Culture, 2002, 51 pages.
  10. 10. 1.3 Competence framework Appropriation activity ex. placing the competences in order of importance with which the organisation addresses it, both for its present functioning and its future ideal functioning
  11. 11. <ul><li>Production - 135 </li></ul><ul><li>Support - 120 </li></ul><ul><li>Administration- 70 </li></ul><ul><li>Management - 65 </li></ul><ul><li>Artistic orientation - 35 </li></ul><ul><li>Distribution - 15 </li></ul><ul><li>Production -165 </li></ul><ul><li>Management - 95 </li></ul><ul><li>Artistic orientation - 70 </li></ul><ul><li>Administration - 60 </li></ul><ul><li>Distribution - 55 </li></ul><ul><li>Support - 30 </li></ul>Future Present
  12. 12. 1.3 Activities Inventory Document current and past activities of the organisation for each competence. Photo: http://www.colba.net/~atelcirc/
  13. 13. 1.4 Evaluating competence <ul><li>Ex. Define and update the artistic orientation </li></ul><ul><li>1. Define, detail or confirm the orientation and the artistic vision and update it. </li></ul><ul><li>2. Define the production and distribution mandates in line with the organisation’s mandate. </li></ul><ul><li>3. Periodically evaluate the pertinence of the artistic orientation in accordance with the mission, clients, public, and community. </li></ul>
  14. 14. 2. ePortfolio
  15. 15. 2. ePortfolio
  16. 16. ePortfolio as a tool for… <ul><li>Strategic decision making </li></ul><ul><li>Competence-based analysis </li></ul><ul><li>Avoiding blank slate phenomenon </li></ul><ul><li>ex. Every project can start from a base </li></ul><ul><li>Improving processes </li></ul><ul><li>ex. For recurring events </li></ul><ul><li>Documenting progress </li></ul><ul><li>Long-term planning (goal making) </li></ul>
  17. 17. Reaction from committee member “ It’s a perspective on us that we would have been incapable of structuring without never ending dispersing of ourselves. We now have our portfolio, which has an immediate use and long-term use for administrators”.
  18. 18. Reaction from committee member “ Very impressive - the sum of information gathered and the elements that came out of the process - It is really quite a task that you have accomplished.”
  19. 19. Lessons <ul><li>Existence of a competence framework adapted to organisations </li></ul><ul><li>Representative participants in process </li></ul><ul><li>Commitment: bottom up and top down </li></ul>
  20. 20. “ The health of the learning ecology of the organization depends on effective nurturing of information flow. ” George Seiman
  21. 21. Thank you Percolab.com Samantha Slade [email_address]

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