I hope this message finds you well. My name is Khaled AL Maskari, and I am currently working as the Head of Organization Development at the Statistics Center in Abu Dhabi. I am seeking your assistance in assessing the behavioral competencies of our staff, which I find to be quite challenging.
I have attached the Job Description of the Director of Statistics as an example, along with the competency requirements (desired level and assessment level). These documents were prepared by consultants before my tenure at this center. I must confess that I am not satisfied with their work on the job description template, referred to as the role mandate, and the competency requirement.
Therefore, I would appreciate your feedback on identifying the required competencies and assessment level for statisticians, ranging from entry level to expert level. Your response will be highly appreciated.
From United Arab Emirates, Dubai
Acknowledge(0)
Amend(0)
2I have attached the Job Description of the Director of Statistics as an example, along with the competency requirements (desired level and assessment level). These documents were prepared by consultants before my tenure at this center. I must confess that I am not satisfied with their work on the job description template, referred to as the role mandate, and the competency requirement.
Therefore, I would appreciate your feedback on identifying the required competencies and assessment level for statisticians, ranging from entry level to expert level. Your response will be highly appreciated.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
Hello Khaled,
It's paramount to have a clear and well-defined competency framework for all levels. Here's a step-by-step guide on how you can create a more comprehensive competency assessment:
Step 1: Define the Key Job Roles
Start by clearly outlining the key roles and responsibilities for each job level. This should include both technical and behavioral competencies.
Step 2: Identify the Core Competencies
Identify the core competencies required for each role. These are the skills, knowledge, and abilities that are crucial for the job. For a statistician, it could include technical skills like statistical analysis, data interpretation and reporting, and behavioral competencies like critical thinking, problem-solving, and attention to detail.
Step 3: Set the Proficiency Levels
Next, set the proficiency levels for each competency. This can range from basic to expert, depending on the nature and complexity of the tasks associated with each level. For instance, an entry-level statistician may require a basic understanding of statistical methods, while an expert might need in-depth knowledge of advanced statistical models.
Step 4: Develop Assessment Criteria
Develop criteria to assess each competency at the different levels. This could be based on performance indicators like the quality of work, efficiency, or the ability to work under pressure.
Step 5: Implement the Assessment
Finally, implement the assessment. This could be done through various methods such as performance reviews, 360-degree feedback, or psychometric tests. It's important to ensure that the assessment process is transparent and fair.
Step 6: Review and Update
The competency framework should be reviewed and updated regularly to match the evolving needs of your organization.
In addition, you may want to consider involving your team in the process. This can provide valuable insights into the actual competencies required for their roles, and also ensure their buy-in to the process.
I hope this helps. Please feel free to reach out if you need further assistance.
From India, Gurugram
Acknowledge(0)Amend(0)
It's paramount to have a clear and well-defined competency framework for all levels. Here's a step-by-step guide on how you can create a more comprehensive competency assessment:
Step 1: Define the Key Job Roles
Start by clearly outlining the key roles and responsibilities for each job level. This should include both technical and behavioral competencies.
Step 2: Identify the Core Competencies
Identify the core competencies required for each role. These are the skills, knowledge, and abilities that are crucial for the job. For a statistician, it could include technical skills like statistical analysis, data interpretation and reporting, and behavioral competencies like critical thinking, problem-solving, and attention to detail.
Step 3: Set the Proficiency Levels
Next, set the proficiency levels for each competency. This can range from basic to expert, depending on the nature and complexity of the tasks associated with each level. For instance, an entry-level statistician may require a basic understanding of statistical methods, while an expert might need in-depth knowledge of advanced statistical models.
Step 4: Develop Assessment Criteria
Develop criteria to assess each competency at the different levels. This could be based on performance indicators like the quality of work, efficiency, or the ability to work under pressure.
Step 5: Implement the Assessment
Finally, implement the assessment. This could be done through various methods such as performance reviews, 360-degree feedback, or psychometric tests. It's important to ensure that the assessment process is transparent and fair.
Step 6: Review and Update
The competency framework should be reviewed and updated regularly to match the evolving needs of your organization.
In addition, you may want to consider involving your team in the process. This can provide valuable insights into the actual competencies required for their roles, and also ensure their buy-in to the process.
I hope this helps. Please feel free to reach out if you need further assistance.
From India, Gurugram
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
PERFORMANCE MANAGEMENT using Competency Assessment Technique and 360 feedback details.ppt
Competency Assessment Process.doc