Competency Assessment

Competency Assessment

Today’s world class business enterprise cannot afford to carry employees on the payroll who do not have the skills and competencies necessary to fulfill the organization’s strategic priorities. Time on the job is no guarantee of competency, and many organizations are switching to a competency based approach to promotion and retention. Issues of workforce training, pension and retirement benefits, and early identification of talented leaders in the employee population, and future resource needs are just some of the areas touched when performing competency assessment.

Quality Values recognizes that competency assessment is the trend of the future for organizations who are looking for optimization of employee skills and alignment of skills and competency with the future requirements of the organization.

Quality Values offers several approaches to competency assessment, from building customized job profiling instruments to using our standard management competency models for the 21st century. Typically, competency assessments are developed using our library of competency attributes combined with profiles unique to the client organization for a ‘custom fit’ that matches the organization’s direction and priorities. 

Common Competency Domains Measured Include

• Management Skills
• Communication Skills
• Computer/Information Technology Knowledge
• Business Skills
• Leadership Skills
• Policies/Procedures Knowledge

Common Demographics Included in Competency Studies Include

• Age
• Years on job
• Training and Education
• Department/Office
• Retirement Track

A well designed competency assessment can save an organization millions of dollars by providing profound information to aid in strategic decision making for the future. The Individual Development Plan and Internal Best Practices Benchmarking

Once a competency study has been completed, individual development plans can be developed and managed/monitored by the individual and their supervisor for individual training and development. Each individual is compared against the ‘company benchmark’ in each category and can identify who in the system has the best practice skills and can serve as a resource for them.

Managed correctly, this approach can create a true learning organization focus with many positive impacts on the company culture, as well as individual effectiveness.