1. HR MANAGER: Competency-Based
Occupational Information
Division of Human Resources Products and Services
Center for Talent Services
Assessment & Training Assistance Services Group

2. HR Manager: Competency-Based Occupational Information
Building High-Performance Organizations
Leading Change Momentum
Leading Change Momentum
PEOPLE ORGANIZATION
ORGANIZATION OUTCOMES
• Competencies
• High- • Accountability
• Professional Performance
Development Dimensions • Performance
Plans
• Needs • Customer
• Leadership Assessment Service
Development Improvement
Evaluating Improvement
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Evaluating Improvement

3. HR Manager: Competency-Based Occupational Information
Multipurpose Occupational Systems
Analysis Inventory -- Closed-Ended
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4. HR Manager: Competency-Based Occupational Information
MOSAIC Approach
Literature Task - Competency
Review Linkage
HR Manager
Survey Benchmark
Development
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5. HR Manager: Competency-Based Occupational Information
Federal Literature State
Review
Local 5 Private Sector
Journals

6. HR Manager: Competency-Based Occupational Information
Example Databases & Surveys
Database
Clerical/Technical Study: Compiled over 10,000 tasks and
500 competencies and knowledges, skills and abilities (KSA’s)
Professional/Administrative Study: Compiled over 35,000
tasks and 10,000 competencies and KSA’s
Survey
Clerical/Technical Study: Final survey contained 170 tasks
and 31 general competencies
Professional/Administrative Study: Final survey contained
317 tasks, 44 general competencies and 35 technical
competencies
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7. HR Manager: Competency-Based Occupational Information
Task to Competency Linkage
Example of Tasks Linked to the Competency of Writing
Competency: Writing
Develops surveys
Records information
Writes or edits scripts
Explains non-technical information in writing
Contacts others in writing to obtain information
Writes news articles, speeches, or press releases
Explains technical or other complex information in writing
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8. HR Manager: Competency-Based Occupational Information
Benchmarks
Writing: Levels 1-5 Writing: Examples
Independently develops lengthy and complete 5 Writes office manuals; contributes to technical reports;
documents covering complex or technical writes sections of policy instructions; writes training
information; drafts correspondence for high-level manuals for new employees
officials or management
4
Composes documents or correspondence of Writes memos and other correspondence to explain
moderate length covering detailed information; operating procedures; writes computer operations
extracts sections from available source materials procedures and memos requesting change in procedures
and organizes them into a summary document
3
Develops short documents to summarize non- Prepares meeting notes or minutes; drafts responses to
technical information; prepares correspondence in requests for information
response to inquiries for information
2
Writes short documents or routine correspondence Prepares routine inter-office memos, transmittal letters,
from examples of similar documents and form letters
Completes standard forms without assistance from 1 Completes standard forms such as training forms and
co-workers or supervisor; copies information from 1 travel orders; prepares file and specimen labels
one source to another

9. HR Manager: Competency-Based Occupational Information
Defining Today’s Jobs
Old Method New Method
• Knowledge, skills, abilities • Competencies
• Jobs are defined as bundles • Jobs are defined
of tasks by competencies
• Employees perform strictly • Jobs are flexible
definable tasks
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10. HR Manager: Competency-Based Occupational Information
Competency
A measurable pattern of skills,
knowledges, abilities, behaviors and other
characteristics which an individual needs to
perform work roles or occupational functions
successfully
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11. HR Manager: Competency-Based Occupational Information
MOSAIC Studies
Managerial
Clerical & Technical
Professional & Administrative
Information Technology
Trades and Labor
Science and Engineering
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Law Enforcement

12. HR Manager: Competency-Based Occupational Information
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13. HR Manager: Competency-Based Occupational Information
Objectives of HR Manager
- Identifies critical tasks and competencies for
occupations
- Provides personnel specialists and line managers
with immediate access to occupational data
- Creates a common language across human
resource functions
- Provides a foundation for developing human
resource applications
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14. HR Manager: Competency-Based Occupational Information
Human Resource Management Applications
Compensation Selection
Training & Succession
Development Planning
Competencies
Organizational
Alignment
Career
Planning
Performance 14 Classification
Appraisal

15. HR Manager: Competency-Based Occupational Information
Contact Information
Brian O’Leary, Ph.D.
Assessment & Training Assistance Group
Center for Talent Services
Brian.O’Leary@opm.gov
202-606-3745
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