COMPETENCY DEVELOPMENT (COD)
El propósito de Competency Development, perteneciente al Nivel 3, es aumentar la capacidad de la fuerza de trabajo para realizar las tareas y responsabilidades asignadas. Las competencias de las fuerzas de trabajo identificadas y las necesidades identificadas suministran el fundamento para el programa de desarrollo de competencia de la organización. El entrenamiento y el desarrollo de oportunidades son diseñados para soportar el desarrollo de cada competencia de fuerza de trabajo de la organización.
La organización utiliza la experiencia de su fuerza de trabajo como un activo para el desarrollo de capacidades adicionales en cada competencia de la fuerza de trabajo. Se establecen mecanismos que soportan la comunicación entre los miembros de una comunidad de competencia. Esta AP se relaciona con Career Development.
Goals
1- The organization provides opportunities for individuals to develop their capabilities in its workforce competencies.
2- Individuals develop their knowledge, skills, and process abilities in the organization’s workforce competencies.
3- The organization uses the capabilities of its workforce as resources for developing the workforce competencies of others.
4- Competency Development practices are institutionalized to ensure they are performed as defined organizational processes.
Commitment to Perform
1- The organization establishes and maintains a documented policy for conducting its Competency Development activities to develop the workforce competencies required to perform its business processes.
2- An organizational role(s) is assigned responsibility for coordinating Competency Development activities across the organization.
Ability to Perform
1- Within each unit, an individual(s) is assigned responsibility and authority for ensuring that Competency Development activities are performed.
2- A responsible individual(s) coordinates the Competency Development activities for each workforce competency.
3- Adequate resources are provided for performing the planned organization-wide and unit-specific Competency Development activities.
4- Individuals performing Competency Development activities develop the knowledge, skills, and process abilities needed to perform their responsibilities.
5- Individuals who participate in Competency Development activities
receive appropriate orientation in Competency Development
practices.
6- The practices and procedures for performing Competency Development are defined and documented.
Practices Performed
1- Competency development activities are based on the competency development plans within each workforce competency.
2- Graduated training and development activities are established and maintained for developing capability in each of the organization’s workforce competencies.
3- The organization makes available descriptions of workforce competencies and information about development opportunities related to them.
4- Competency-based training and development activities are identified for each individual to support their development objectives.
5- Individuals actively pursue learning opportunities to enhance their capabilities in the organization’s workforce competencies.
6 Capable individuals within a competency community are used to mentor those with less capability in the competency.
7- The organization supports communication among those comprising a competency community.
8- Competency-based experience and information is captured and made available to those within a competency community.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Competency Development activities within each unit and across the organization.
2- Measurements are made and used to determine the quality of Competency Development activities.
Verifying Implementation
1- A responsible individual(s) verifies that Competency Development activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance.
2- Executive management periodically reviews the Competency Development activities, status, and results; and resolves issues.
3- The definition and use of data on competency development are periodically audited for compliance with organizational policies.
CAREER DEVELOPMENT (CAD)
El propósito de Career Development , perteneciente al Nivel 3, es asegurar que los individuos son provistos de oportunidades para desarrollar las competencias de las fuerzas de trabajo que permiten lograr los objetivos de la profesión. Un plan de desarrollo personal es creado y actualizado para cada persona. Las oportunidades de entrenamiento y otras actividades de la profesión son llevadas a cabo. Se realiza un seguimiento de los planes de desarrollo individual. Las oportunidades de la profesión y los criterios de promoción son definidos para motivar el desarrollo de las competencias de la fuerza de trabajo de la organización.
Goals
1- The organization offers career opportunities that provide growth in its workforce competencies.
2- Individuals pursue career opportunities that increase the value of their knowledge, skills, and process abilities to the organization.
3- Career Development practices are institutionalized to ensure they are performed as defined organizational processes.
Commitment to Perform
1- The organization establishes and maintains a documented policy for conducting its Career Development activities.
2- An organizational role(s) is assigned responsibility for coordinating Career Development activities across the organization.
Ability to Perform
1- Within each unit, an individual(s) is assigned responsibility and authority for ensuring that members of the unit participate, as appropriate, in Career Development activities.
2- A responsible individual(s) coordinates the Career Development activities for each workforce competency.
3- Adequate resources are provided for implementing Career Development activities.
4- Individuals responsible for Career Development activities develop the knowledge, skills, and process abilities needed to perform their responsibilities.
5- Individuals who participate in Career Development activities receive appropriate orientation in career development opportunities and activities.
6- The practices and procedures for performing Career Development are defined and documented.
Practices Performed
1- The organization defines graduated career opportunities to support growth in the workforce competencies required to perform its business activities.
2- Career promotions are made in each area of graduated career opportunities based on documented criteria and procedures.
3- Graduated career opportunities and promotion criteria are periodically reviewed and updated.
4- Affected individuals periodically evaluate their capabilities in the workforce competencies relevant to their career objectives.
5- Affected individuals create and maintain a personal development plan to guide their training and career options.
6- Career options and development in the organization’s workforce competencies are discussed with affected individuals on a periodic or event-driven basis.
7- Affected individuals pursue training and development opportunities that enhance their career options and capabilities in the organization’s workforce competencies.
8- Individual development activities are tracked against personal development plans.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Career Development activities within each unit.
2- Unit measures of Career Development status are collected and aggregated at the organizational level.
3- Measurements are made and used to determine the effectiveness of Career Development activities.
Verifying Implementation
1- A responsible individual(s) verifies that Career Development activities are conducted according to the organization’s documented policies, practices, and procedures; and addresses noncompliance.
2- Executive management periodically reviews the Career Development activities, status, and results; and resolves issues.