Transcript 1a-overview-of

An Overview of Competency-Based
Training
John Knapp, Ph. D.
Deciding What to Teach
An interesting question to ask oneself is “Why
do we teach what we teach?”
If one were honest, answers to the question
could be:
– It’s what I know best, or
– It’s how I was taught, or
– It’s what I enjoy teaching, or
– It’s included in the text book
Deciding What to Teach
The answer should be:
• I teach what the student needs most in order
to perform successfully in the workplace both
now and in the future.
This is at the core of competency-based training
(CBT).
What are Competencies?
Competencies are statements that identify the
tasks or skills required by an individual to
perform successfully in a job or occupation.
A competent chef should be able to:
Prepare an apple pie
Writing a Competency Statement
A competency statement includes a beginning
action verb, a final noun, and one or more
adjectives if necessary.
Prepare an apple pie
Action Verb
Adjective
Final Noun
Using Effective Verbs in Competency
Statements
The verb is the most important part of a competency
statement because it identifies the required
performance and drives instruction.
Prepare an apple pie
Describe how to prepare an apple pie
List the ingredients of an apple pie
Three Domains
• Knowledge (K)
• Skill (S)
• Attitude (A)
Individual Practice
• Create three competency statements for an
occupation, as directed.
A Competent Chef
should be able to ......
 Try to create one from each of the
three domains
Competency Statements for a Chef
Domain
Knowledge
“A Competent and Successful Chef is Someone Who...”
Possesses knowledge of the basic types of soups
Describes types and properties of thickening and binding agents
Cuts and processes common vegetables
Skill
Prepares fruit using a variety of methods
Cuts and processes potatoes
Cooks dry pasta and noodles
Shows a team/professional attitude towards colleagues and fellow workers
Attitude
Respects the customer and kitchen equipment and tools.
Is innovative and resourceful in getting the job done.
Shows initiative and creativity in problem solving.
Training and Career Development Path
Training Period
Student graduates
with specific
competencies
(knowledge, skills,
and attitudes)
Initial Working
Period
5 - 10 Years
On-the-job
Graduate enters the
job/occupation as
a new employee
Person becomes an
“expert” worker in
the job/occupation
What are the
competencies of
an “entry-level”
worker?
What are the
competencies of an
“expert” worker?
Designing Customized Competency-Based
Training Programs
Competency analysis is a process that identifies the
current competency levels of the workforce, as well as
the competencies required by the jobs of the future.
Human Resource planners
use competency analysis
to analyze workforce gaps.
Individual brings
specific competencies
to the job
Organizations require
specific competencies
on the job
The Training Needs Gap
Competency Profiling
Competency profiling is a process that:

Describes the tasks and functions in an occupation

Defines the knowledge, skills, and attitudes which are applied by a
competent employee

Analyzes an occupation
systematically
Competency Profiling (Cont.)
Competency profiling is a process that:
 Is performed by a panel of experts
(workers and their supervisors)
from the occupation under
consideration
 Results in an
Occupational/Competency Profile
Chart that graphically describes
the occupation
Sequencing of Job Competencies
Sequence of Competencies
Simple to Complex and/or Order of Performance
Major Duties
(Categories)
Steps in the Competency Profile
Development Process
1. Identify the occupation to be analyzed
2. Select the Profiling Committee (8 to 10 experienced
practitioners in this occupation and 2 to 3 first-line
supervisors)
3. Establish the title and scope of the occupation
4. Identify the general areas of job responsibility
5. Identify the specific skills or tasks that are performed in
each general competency area
Steps in the Competency Profile
Development Process
6. Review and refine the task or skill statements
7. Sequence the task or skill statements in each general area
from left to right (simple to complex or in order of
performance on the job
8. Prepare the Competency Profile Chart and verify if necessary
9. Refine the chart and distribute final edition to all
stakeholders
Employer Benefits from Competency Profiling Evaluating a Company’s Position Descriptions
• Acquire a relevant position description of an
occupation
• Assess to see if a company’s position description
corresponds with the profile of the occupation at
large
• Determine if the current position needs revision
• Base the revising of the position description on
group perception (not individual or biased
perspective)
Employer Benefits from Competency Profiling –
Influencing Educational Institutions
• Provide direct input into academic programs
of future employees
• Affect the content of courses and type of
learning activities
• Reduce own training time and costs
• Define the entry-level tasks for employability
Employer Benefits from Competency
Profiling – Evaluating Personnel
• Focus the company’s performance evaluations
on tasks, not personalities
• Determine an accounting system or pay scale
base upon task performance
• Create an incentive program for outstanding
performers
• Evaluate performance of current workforce
with specific tasks
Employer Benefits from Competency
Profiling – Assessing the Company’s
Training Program
• Design training programs specifically tailored
to the needs of the company
• Evaluate effectiveness of present training
programs
• Determine needs and activities for outside
training
• Design performance-based programs that
focus on outcomes
Using a Competency Profile Chart
Recruitment &
Selection
Certification
and Licensing
Evaluating Job
Performance
Preparing Job
Descriptions
Competency
Profile
Identifying Training
Needs
Evaluating
Compensation
Developing
Human
Resources
Developing
Training
Resources
Group Practice
• In groups, develop a competency profile for an
occupation as directed.
• Occupation – A Chef
– As a large group, define major categories
– In small groups, identify 3 specific competencies
Sample Competency Profile Chart for a Chef
A.
Pasta
B.
Meat and
game meat
C.
Eggs and eggrelated dishes
D.
Salads
A.1
Selects pasta
ingredients
B.1
Selects meat
and game
meat
C.1
A.2
Makes Pasta
A.3
Cooks pasta
B.2
Processes
meat and
game meat
C.2
B.3
Cooks meat
and game
meat
C.3
Selects
ingredients for
eggs and eggrelated
dishes.
Processes
ingredients for
eggs and eggrelated
dishes.
Cooks eggs
and egg‐related
dishes.
D.1
Selects salad
ingredients
D.2
Processes
salad
ingredients
D.3
Processes
dressing
A.4
Assembles
pasta dishes
B.4
Carves meat
and game
meat
C.4
D.4
Assembles
Salads
Comments / Questions?
Thank You
Dr. John Knapp