What Is a Competency Assessment?

A competency assessment is the evaluation of someone’s capabilities towards the necessities of their job. These necessities are defined in a competency model. To be valuable, competency models should include only tasks and skills which can be critical to success within the function, not each activity they perform in their job (which comes from a traditional job task analysis).

The evaluation is performed on these recognized tasks and skills for which a score is selected primarily based upon how they do that task, which defines their proficiency level. In different words, a competency assessment measures how (behaviors) someone does the what (task or skill). The individual’s selected proficiency level is then compared with the target level, defining proficiency or skill gaps for every task and skill.

For instance, a manager assessment without a self-assessment will not provide the outcomes you seek since there will be no buy-in to the results. Start with a self-assessment, add a manager assessment, and optionally add those from subject material experts.

Most organizations are blissfully unaware of the quantity and size of their skill gaps. They know they have them, however they don’t know how massive or widespread they’re, and so they can’t inform organizational plans, priorities, and strategy. Think about that for a moment. If you don’t know what you may and may’t do, how are you going to achieve success? How are you going to truly define your group’s strengths, which opportunities it is best to pursue, or what you should do about it?

In case you are a senior leader and also you don’t have competency evaluation data or skill gap analysis, you have to be scared. You’re making selections which can be based mostly on inadequate data. When it involves understanding organizational capability, you don’t need to be in the dark. A competency assessment shows us the light. After which the very best selections can be made, together with the place we have to upskill and reskill staff.

If you’re in a learning, expertise, or effectiveness function, you’re capable of eliminating this data void. Delivering competency assessments and using them to create a culture of learning such that upskilling and reskilling can happen constantly, ought to be part of your job description. Typically, that’s guaranteeing that folks have the skills required to do their current and future jobs. Without skills assessment data, you have no ability to mitigate skill gaps effectively.

When you know who does and doesn’t have the required skills:

You’ll be able to provide personalized learning to close these gaps.

You may pair high performers of a selected skill with those who have that skill gap to shut gaps quickly with task-based mentoring.

Your talent acquisition strategy can be more targeted so you hire those with the skills the group lacks.

A competency assessment may also be utilized by people to evaluate their readiness for different roles. Individuals will now not make assumptions about their readiness for a task or guess at the requirements—they will really know. They will use the personalized learning suggestions as a career development plan template to take particular action to plan for the function they desire.

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