The steps involved in competency mapping with an end result of job evaluation include the following:
1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.
2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.
3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.
4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organ
The Role of Competencies in Leader Development
The core of The Banff Centre leadership learning is our unique competency mapping process, which links to our online 360 Degree Assessment feedback system. At The Banff Centre, we believe that the three basic requirements of successful leadership are knowledge, competency and character. According to the most current research,¹ some of the most successful leaders consistently apply all three of these areas of expertise in order to make them highly effective. In addition to keeping current on the rapidly changing knowledge that is required to do their jobs well, leaders also require the character capacity to know what is the right thing to do, have the courage to act, and to operate with integrity and trust. In order to truly be effective, leaders must have the tools (competencies) to create the kinds of actions that lead to sustainable success. The Banff Centre Competency Matrix
The Banff Centre Competency Matrix contains 24 competencies grouped evenly into 6 Leadership Dimensions, including Self Mastery, Futuring, Sense Making, Design of Intelligent Action, Aligning People to Action and Adaptive Learning. The four competencies that reside inside each of the six Dimensions (24 in total) define a set of related actions that, when executed by a leader with intention, create a specific outcome. Each competency is made up of observable skills that can be learned. Like any skill, practice and feedback are necessary. Some skills take longer than others to acquire. We view leadership as a lifelong journey. The specific skills represented by these 24 competencies constitute the essentials of leadership. By the essentials we mean those primary skills that can be combined and recombined to handle the majority of challenges faced by leaders today. We have grouped these primary skills into the 24 definable competencies to show function and purpose, choosing dimension names that best describe the groupings of these competencies. Periodically we make adjustments and changes to...