Transcript Competency Models - Workforce3one.org

Using Industry Competency
Models to Engage Businesses
Barbara Derwart
Marilyn B. Silver
Session Goals
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Learn about resources:
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Competency Model Clearinghouse
Industry Competency Models
Users Showcase
Resource Database
Tools to Customize an Industry Model
Use a Model to Gather Employer Input
 Create a Career Ladder/Lattice
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For more information visit us at: http://businessengagement.workforce3one.org
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Competency Models
Competency: “…a specific,
identifiable, definable, and
measurable skill or characteristic
that is essential for the
performance of an activity within
a specific business or industry
context.”
A competency model is a clear
description of what a worker
needs to know and be able to do
– the knowledge, skills, and
abilities – to perform well in a
specific job, occupation, or
industry.
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NAICS 333600: Engine, Turbine, and
Power Transmission Equipment
Manufacturing
OCC_CODE
OCC_TITLE
51-2092
Team assemblers
51-4041
Machinists
51-2031
Engine and other machine assemblers
17-2141
Mechanical engineers
51-9061
Inspectors, testers, sorters, samplers, and weighers
51-1011
First-line supervisors/managers of production and operating workers
49-9042
Maintenance and repair workers, general
51-4011
Computer-controlled machine tool operators, metal and plastic
51-4034
Lathe and turning machine tool setters, operators, and tenders, metal and
plastic
17-2112
Industrial engineers
51-4081
Multiple machine tool setters, operators, and tenders, metal and plastic
51-4033
Grinding, lapping, polishing, and buffing machine tool setters, operators,
and tenders, metal and plastic
51-9198
Helpers--production workers
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Available Industry Models
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Advanced Manufacturing
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Geospatial Technology
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Aerospace
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Automation
Health: Electronic Health
Records
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Bioscience
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Hospitality/Hotel and
Lodging
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Construction - Commercial
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Information Technology
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Construction - Heavy
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Construction - Residential
Long-term Care, Supports,
and Services
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Energy
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Mechatronics
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Entrepreneurship
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Retail
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Financial Services
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Transportation
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Water Sector
For more information visit us at: http://businessengagement.workforce3one.org
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Competency Model Clearinghouse
http://www.careeronestop.org/competencymodel/default.aspx
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Resource Database
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Searchable by:
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Key Word
Resource type
Industry
Occupation
For more information visit us at: http://businessengagement.workforce3one.org
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Competency Model Clearinghouse
http://www.careeronestop.org/competencymodel/search.aspx
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Users Showcase
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Case in Point Stories
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Competency Model In Action
◦ MERIC
http://www.careeronestop.org/competencymod
el/info_documents/MERICCaseSummary.pdf
◦ Clipper Wind
http://www.careeronestop.org/competencymod
el/info_documents/WindCMInAction.pdf
For more information visit us at: http://businessengagement.workforce3one.org
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Competency Model Clearinghouse
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http://www.careeronestop.org/competencymodel/competencymodel_users.aspx
Tools
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Build or Customize a Model
◦ Create a new model
◦ Customize an industry model
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Build a Career Ladder or Lattice
◦ Describe the jobs
◦ Show the potential for upward mobility
◦ Describe the education and work experience
needed to advance
For more information visit us at: http://businessengagement.workforce3one.org
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Competency Model Clearinghouse
http://www.careeronestop.org/competencymodel/default.aspx
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Create a CMC Account
http://www.careeronestop.org/competency
model/careerpathway/cpwoverview.aspx
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Create an Account
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Login
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Click on Add a New Model
For more information visit us at: http://businessengagement.workforce3one.org
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Steps
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Go to the CMC
Review the available industry models
Select a model or models
Use Tools to customize the model
Save the model into an Excel spreadsheet
Use the spreadsheet as a data collection
form
For more information visit us at: http://businessengagement.workforce3one.org
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Advanced Manufacturing Model
http://www.careeronestop.org/competencymodel/pyramid.aspx?HG=Y
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Questionnaire
t
p or
ta n
t Im
No
Imp
ort
ant
Ve
ry
Imp
or
tan
t
Competency
2. Teamwork: Working cooperatively with others to complete work
assignments.
Work With Others
Work as part of a team to achieve mutual goals.
Develop and maintain good working relationships with supervisors and coworkers.
Choose behaviors and/or actions that best support the team and lead toward the
accomplishment of work tasks.
Recognize a team’s goals and identify ways to accomplish those goals in
increasingly complex workplace situations.
Influence/Negotiate
Work through conflict constructively.
Persuasively present thoughts and ideas.
Respect the views of others.
Build toward consensus.
Influence, motivate, and persuade others in order to achieve company and client
objectives.
For more information visit us at: http://businessengagement.workforce3one.org
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Competency
Av
era
ge
Average the Results
2. Teamwork: Working cooperatively with others to complete work
assignments.
Work With Others
Work as part of a team to achieve mutual goals.
Develop and maintain good working relationships with supervisors and coworkers.
Choose behaviors and/or actions that best support the team and lead toward the
accomplishment of work tasks.
Recognize a team’s goals and identify ways to accomplish those goals in
increasingly complex workplace situations.
Influence/Negotiate
Work through conflict constructively.
Persuasively present thoughts and ideas.
Respect the views of others.
Build toward consensus.
Influence, motivate, and persuade others in order to achieve company and client
objectives.
For more information visit us at: http://businessengagement.workforce3one.org
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Curriculum Gap Analysis
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Identify Core or Required Competencies
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Identify Course/Module Outcome
Objectives from the Existing Program of
Study
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Compare
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Identify Gaps in Existing Curriculum
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Plan to Enhance Curriculum
For more information visit us at: http://businessengagement.workforce3one.org
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Curriculum Gap Analysis Template
Long-term Care, Supports, and Services Competency Model
Course 1
Course 2
Course 3
Course 4
Course 5
Course 6
3. Planning & Organizing: Planning and prioritizing work to
manage time effectively and accomplish assigned tasks.
Planning
• Approach work in a methodical manner
• Plan and schedule tasks so that work is completed on time
• Keep track of details to ensure work is performed accurately and
completely
Prioritizing
• Prioritize various competing tasks and perform them quickly and
efficiently according to their urgency
• Find ways of organizing work area or planning work to
accomplish work efficiently
Contingency Planning
• Anticipate obstacles to project completion
• Develop contingency plans to address obstacles
• Take necessary corrective action when projects go off-track
For more information visit us at: http://businessengagement.workforce3one.org
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Competency Model Train-the-Trainer
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Detailed Content and Process Information in
Tutorials
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The Competency Model Clearinghouse
How to Use Competency Models
Searching the Resource Database
Build a Competency Model
Build a Career Ladder/Lattice
Webinar: Long-Term Care, Support and Services
Recorded Session: ARRA Technical Assistance: Using
Competency Models
◦ Podcast: NJ Workforce Development Partnership:
Bioscience Competency Model to Connect Job Seekers
and Employers
For more information visit us at: http://businessengagement.workforce3one.org
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Uses of Competency Models in
Employer Engagement
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Describe the skills, knowledge, and abilities
required by targeted industry/occupation/business
Identify skill gaps and develop customized training
for performance improvement
Recommend solutions to routine HR related
business concerns
Explain what it takes to be successful: personal
effectiveness, academic, and technical
competencies
Encourage ongoing professional development and
certification
For more information visit us at: http://businessengagement.workforce3one.org
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Steps in Employer Engagement
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Research the industry, the economic environment,
the labor market, and targeted business concerns
Use competency models to help explain business
services:
◦ Training: customized, classroom, OJT,
apprenticeship, skill upgrading, credentialing
◦ Personnel: job analysis, job posting, recruitment,
screening, retention, assessment, job fairs
◦ Financial: market and wage analysis; tax credits,
potential training grants
Seminars: performance improvement, industry
trends
For more information visit us at: http://businessengagement.workforce3one.org
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Steps in Employer Engagement (cont’d)
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Build relationships/personal connections and
trust
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Ask questions/listen for understanding
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Create your value proposition
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Demonstrate how you can help/How your service
can fill a need
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Show how what you offer is better than what
they have now
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Prepare plan and take action
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Evaluate business customer satisfaction
For more information visit us at: http://businessengagement.workforce3one.org
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