Competency Modeling
Criteria for effective performance is expressed as competencies.
Competency models describe the knowledge, skills, and attributes
needed to successfully perform within an organization. Competency
models are not job descriptions. Leadership competency models are
used to identify and validate the knowledge and skills required
for exceptional organizational leadership and management, and do
not include the goals, responsibilities or objectives associated
with individual roles. Competency models are used to provide the
foundation for leadership and management assessment, training and
development; succession planning; interviewing and selection; job
profiling; performance management.
Competency models are best produced using sound science and
practical experience. OSI builds custom models of ideal leaders
by implementing a six phase process:
- Phase 1: Set model parameters
- Phase 2: Benchmark
- Phase 3: Interview high-performers
- Phase 4: Generate prototype competency model
- Phase 5: Validate prototype model
- Phase 6: Test & finalize model
Phase 1: Set model parameters
Preliminary meetings are held with each client to discuss competency
model development and implementation. OSI believes that useful competency
models share the following characteristics:
- They support organizational goals and objectives.
- They enjoy upper management support and "ownership."
- They are simple to understand and use.
- They are developed with an application in mind (assessment center, management
development program, 360 degree survey, selection, etc.).
Phase 2: Benchmark
Literature and benchmark/best practices data are reviewed for
insight into the competencies associated with success in external
organizations. Relevant internal organization documents are cross-referenced
with the best practices and literature review data to produce a matrix of
possible competencies for the new model.
Phase 3: Interview high-performers
Focus group and one-on-one interviews are conducted with high-performing
internal employees to identify the knowledge, skills, and attributes
they possess that sets them apart from others. A significant portion
of this process is dedicated to collecting examples of effective and
ineffective performance which is used to illustrate and contrast the
competencies.
Phase 4: Generate prototype competency model
Data collected in phases two and three is coded and analyzed. A preliminary
list of competencies and definitions- - a prototype competency model
dictionary, is developed.
Phase 5: Validate prototype model
The preliminary competency model is converted to a questionnaire
administered to the subject population. Respondents are asked to
assess how essential each competency is to successful performance
for a role. Data is collected and analyzed to validate (or reject)
each competency in the model. This strategy of "content validation"
is accepted industry practice in defending the validity of a specific
competency model. A list of valid competencies is compiled.
Phase 6: Test & finalize model
The validated competency model is presented to the organization for
review, discussion and approval. The model is tested against the
organization's future vision and modified as necessary to ensure
it drives behavior toward the organizations' preferred future state.
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