This document discusses competencies and competency frameworks in different fields. It begins with definitions of competency and competence. It then outlines typical competencies included in frameworks such as communication, problem solving, and customer service. Competency frameworks aim to enhance employee and organizational effectiveness through training, reviews, and analyzing needs. The document provides examples of competency frameworks for fields like healthcare, education, coaching, and indigenous communities. It concludes with a summary and questions.

1. Competencies and competences
by Toronto Training and HR
September 2014
1

2. CONTENTS
3-4 Introduction
5-6 Definitions
7-8 Typical titles found in competency frameworks
9-10 Objectives of competency frameworks
11-13 Check whether the competency framework is fit for purpose
14-15 Competence development
16-19 Competency dimensions for global leadership
20-21 Core competencies
22-23 Implementing core competencies
24-26 Cultural competence
27-32 Cultural competence in a healthcare setting
33-34 Competencies for massage therapists involved with acupuncture
35-37 Competencies for occupational therapists
38-40 Competencies for school principals
41-42 Competencies for effective coaches
43-46 Competencies for learning & development professionals
47-48 Competences of Aboriginal people
49 Case studies
50-51 Conclusion, summary and questions
2

3. Introduction
3

4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
4

5. Definitions
5

6. • Competency
• Competence
6
Definitions

7. Typical titles found in
competency frameworks
7

8. • Communication
skills
• People
management
• Team skills
• Customer service
skills
• Results orientation
• Problem solving
8
Typical titles
found in
competency
frameworks

9. Objectives of competency
frameworks
9

10. • Underpinning of
employee reviews
• Enhanced
employee
effectiveness
• Greater
organizational
effectiveness
• Better analysis of
training needs
• Enhanced career
management
10
Objectives of
competency
frameworks

11. Check whether the
competency framework is
fit for purpose
11

12. • Communicate the
purpose
• Identify key
themes
• Get conditions
right
• Tackle the root
cause
12
Check whether
the competency
framework is fit
for purpose
1 of 2

13. • Identify key
themes
• Get conditions
right
• Tackle the root
cause
• Keep it simple
• Train, don’t blame
13
Check whether
the competency
framework is fit
for purpose
2 of 2

14. Competence development
14

15. • Theory driven
• Practice
development
• Training
• Coaching
15
Competence
development

16. Competency dimensions
for global leadership
16

17. Perception management
• Cosmopolitanism
• Inquisitiveness
• Interest flexibility
• Non-judgmentalness
• Tolerance of ambiguity
17
Competency
dimensions for
global
leadership 1 of 3

18. Relationship
management
• Emotional sensitivity
• Interpersonal
engagement
• Relationship interest
• Self-awareness
• Social flexibility
18
Competency
dimensions for
global
leadership 2 of 3

19. Self-management
• Emotional resilience
• Non-stress tendency
• Optimism
• Self-confidence
• Self-identity
• Stress management
19
Competency
dimensions for
global
leadership 3 of 3

20. Core competencies
20

21. Technical
• Skills
• Knowledge
Core
• Social role
• Self-image
• Traits
• Motives
• Threshold
21
Core
competencies

22. Implementing core
competencies
22

23. • Pre-launch
• Launch
• Building core
competencies into the
HR process
• Measuring and
monitoring results
23
Implementing
core
competencies

24. Cultural competence
24

25. • What it is
• What it is not
25
Cultural
competence
1 of 2

26. • Viewed as a process
• Why is it important?
26
Cultural
competence
2 of 2

27. Cultural competence in a
healthcare setting
27

28. • Interpreter services
• Recruitment and
retention policies for
minority staff
• Ongoing orientation
and training
• Coordinating with
traditional healers
• Use of community
health workers
28
Cultural
competence in a
healthcare
setting 1 of 5

29. • Culturally competent
health promotion
• Including family and/or
community members in
care giving
• Immersion into another
culture
• Administrative/
organizational
accommodations
29
Cultural
competence in a
healthcare
setting 2 of 5

30. Elements of cultural
competence
• Examine values,
behaviours, beliefs and
assumptions
• Recognize racism and the
institutions or behaviours
that breed racism
• Engage in activities that
help you to reframe your
thinking
30
Cultural
competence in
a healthcare
setting 3 of 5

31. Elements of cultural
competence (cont.)
• Familiarize oneself with
core cultural elements of
the communities served
• Engage clients and
patients to share their
reality is similar or
different to what learned
• Learn and engage clients
to share, how they define,
name and understand
disease and treatment 31
Cultural
competence in
a healthcare
setting 4 of 5

32. Elements of cultural
competence (cont.)
• Develop a relationship of
trust with clients and co-workers
by interacting
with openness,
understanding and
willingness to hear
different perceptions
• Create a welcoming
environment to reflect the
diverse community served
32
Cultural
competence in
a healthcare
setting 5 of 5

33. Competencies for massage
therapists involved with
acupuncture
33

34. • Foundational
knowledge
• Treatment planning
• Treatment
• Risk management
34
Competencies
for massage
therapists
involved with
acupuncture

35. Competencies for
occupational therapists
35

36. • Assumes professional
responsibility
• Thinks critically
• Demonstrates practice
knowledge
• Utilizes an occupational
therapy practice
process to enable
occupation
• Communicates and
collaborates effectively
36
Competencies
for
occupational
therapists
1 of 2

37. • Engages in professional
development
• Manages own practice
and advocates within
systems
37
Competencies
for
occupational
therapists
2 of 2

38. Competencies for school
principals
38

39. • Fostering effective
relationships
• Embodying visionary
leadership
• Leading a learning
community
• Providing instructional
leadership
• Developing and
facilitating leadership
39
Competencies
for school
principals
1 of 2

40. • Managing school
operations and
resources
• Understanding and
responding to the
larger societal context
40
Competencies
for school
principals
2 of 2

41. Competencies for effective
coaches
41

42. • Leadership approach
• Self-management
• Cognitive adeptness
• Interpersonal
adeptness
• Social and political
skills
42
Competencies
for effective
coaches

43. Competencies for learning
& development
professionals
43

44. • Change management
• Coaching
• Evaluating learning
impact
• Instructional design
• Knowledge
management
44
Competencies
for learning &
development
professionals
1 of 3

45. • Learning technologies
• Managing learning
programs
• Performance
improvement
• Talent management
• Training delivery
45
Competencies
for learning &
development
professionals
2 of 3

46. Foundational
competencies
• Business skills
• Global mindset
• Industry knowledge
• Interpersonal skills
• Personal skills
• Technology literacy
46
Competencies
for learning &
development
professionals
3 of 3

47. Competences of Aboriginal
people
47

48. • Cultural wellness
• Emotional wellness
• Mental wellness
• Social wellness
• Strong identity
48
Competences
of Aboriginal
people

49. Case studies
49

50. Conclusion, summary and
questions
50

51. Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions
51