The document outlines a competency mapping plan with the following key points: 1. It defines competency mapping as a method for job analysis to analyze and map the competencies required to perform tasks successfully, and to match new recruits and train existing staff to these competencies. 2. The steps involve finding current competencies through manager discussions, position analysis, and recording critical incidents, then collating the results to create a competency map and profile for each position. 3. It also describes assessing competencies such as knowledge, skills, attributes, and developing individual training plans, succession plans, and competency-based performance appraisals.

1. Competency Mapping
Plan

2. Competency Mapping
• Any underlying characteristic required for
performing a given task, activity or role
successfully can be considered as competency
• A method for Job Analysis
– Analyze and map current competencies exists
• Match new recruits to these competencies (Profiling)
– Analyze and find what new competencies or levels of
competencies that are required to reach
benchmarked standard
• Match new recruits to these competencies / levels
• Plan to train to existing staff to these competencies / levels

3. Steps involved
• Find current competency
– Managerial Discussion
– Position analysis of staff involved in the activity
– Recording of critical incidents
• Success, Failure, Fraud – Occurrence, discovery and avoidance
– Establish effective diary practice
• Collate results to create competency map for position
– Create competency profile of every staff and match with
map
– Gap Analysis
– Provide Role clarity and growth plans (career plan)
– Role out training plans
• Provide individual plan
– Create Succession plan
– Design relevant appraisal plan (including competencies in
appraisals)

4. Steps involved (cont’d)
• Collect common metrics to evolve higher
standard – Organizational Growth plan
• Collate results to create competency map for
position to reach bench marked level –
(Competency Inventory)
– Might require some restructuring depending on
market availability of skills
– Profile every staff members at regular intervals
using common metrics and match with the map
• Provide individual plan

5. Where to start –
Finding Current competency
• What positions?
• Objective of the Department, section and position
• Collect KRAs
• Interviews on tasks and objectives
– Managerial discussion
– Design questionnaire for role performers (staff)
• Position Analysis
– Orientation to Managers to record critical incidents (Past and
Present)
– Success, Failure, Fraud – Occurrence, discovery and avoidance
• Establish good diary practice to ensure not to ignore success and
failures

6. What to be measured
• Basic Knowledge
– Relevant professional
knowledge
• Subject
• Computers
• Language
– Verbal ability
– Sensitivity to events
• Skills & Attributes
– Analytical skills
– Problem solving skills
– Decision making / judgment
skills
– Social Skills and abilities
– Emotional resilience
– Inclination to respond
purposefully to events
• Meta qualities
– Creativity
– Agility
– Balancing knowledge and skills
(implementation of knowledge)
– Reasoning
– Idea generation
– Quantitative ability
– Attentiveness
– Reaction time
– Memory
– Endurance
• Managerial Meta Qualities
– Fine Manipulative Abilities
– Control Movement Abilities
– Visual Abilities
– Perceptual Abilities
– Spatial Abilities
– Problem sensitivity

7. Other Meta skills that can be included
• Deals well with people
• Handles pressure well
• Work well with minimum
supervision
• Careful and precise
• Uses common sense
• Communicates effectively
• Cooperative attitude
• Decisive
• Delegates effectively
• Dependable
• Detail oriented
• Directing others
• Fast
• Flexible
• Learning and personal
growth
• Loyal
• Motivates others
• Organized
• Outgoing
• Persuasive
• Planning ability
• Pleasant
• Punctual
• Results oriented
• Self starter
• Team player
• Thorough

8. Profile of every staff
• Match competencies
with every staff
• Create ratings
• Create a wheel of
score (Sample
herewith)
– Share with Staff
– Share with
Management
• Provide way forward

9. Where to start
• Questionnaire
attached herewith
• Starts off with
Managerial
interviews
• Similar form to be
designed for junior
level staff