Learning By Competency And Role Made Simple
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SIMPLE Approach to Creating Learning by Competency/Role
S
Secure Executive Support
I
Identify Roles and Competencies
M P
•
Create project and communication plan
•
Identify key executives and SMEs
•
Get commitment from key executives
•
Identify primary roles
•
Identify competencies for job roles
•
Identify role/competency gaps
Measure Competency Importance for Each Role •
Identify skill importance for each role
•
Determine biggest skill gap need
•
Validate with customer group
Place Learning Opportunities into Competencies •
List internal and external learning opportunities
•
Identify type of learning opportunity
•
Estimate difficulty level & duration of the learning opportunities
L
Line up Learning Paths for Each Competency and Role
E
Execute and Evaluate
•
Identify learning opportunities for each role
•
Determine learning path for each role
•
Approve new format with executive sponsor
•
Communicate to audience
•
Conduct post audit
•
Incorporate changes as appropriate
1
Secure Executive Support •
Create project and communication plan o Create project plan o Decide communication frequency to executive sponsor
•
Identify key executives and SMEs o Create mock framework outlining vision
o Identify names of leaders acting on behalf of sponsor o Identify SMEs for each role •
Create Steering Committee to help guide if appropriate
•
Get commitment from key executives
2
Identify Roles and Competencies •
List primary job roles o Consider combining similar job roles if possible o Identify hierarchy of roles when applicable
•
Identify and agree on competencies for job roles o Enterprise
o Departmental o Team •
List knowledge and skills for each competency category
•
Identify role and competency gaps (if any)
•
Validate competencies and roles with HR o Are competencies changing soon? o Are roles changing soon?
2
1
3 Role 1
Category
Role 2
Role 3
Role 4
Role 5
Role 6
Role 7
Knowledge/Skill Skill #1
Competency #1
Skill #2 Skill #3 Skill #4 Skill #5 Skill #1
Competency #2
Skill #2 Skill #3 Skill #4 Skill #5
3
Measure Competency Importance for Each Role •
Identify skill importance and skill gaps for each role o What proficiency level must each role have to meet/exceed expectations?
Basic
Intermediate
Advanced
o Work with SMEs and HR to complete template (importance and gaps)
o Ask for suggestions to close the gaps
Keep suggestions in mind for learning opportunities (next step)
•
Consider combining roles if appropriate
•
Validate with executive sponsor or designated leadership
Role 1 Category
Knowledge/Skill
Role 2
Role 3
Role 4
Role 5
Role 6
Role7
Proficiencies: B - Basic I - Intermediate A - Advanced
Skill #1 Competency #1
Skill #2 Skill #3 Skill #4 Skill #5 Skill #1
Competency #2
Skill #2 Skill #3 Skill #4 Skill #5
4
Place Learning Opportunities into Competencies •
List internal and external learning opportunities available o Identify any restrictions (HR approval, Managers only, etc)
•
Make sure learning opportunities will be available in near future o Are any courses scheduled to be deleted?
o Any vendor contracts due to expire or change? •
Identify type of learning opportunity
o C = Instructor led session (classroom, virtual)
o OJT = On the Job Training (experience doing or shadowing task, job rotation) o SSC = Self Study Course (WBT, video, guided tutorial) o SSR = Self Study Resource (presentation, website, book, article) •
List duration of learning opportunity (if applicable)
•
Estimate difficulty level of learning opportunities: o Basic o Intermediate o Advanced
Category
Knowledge /Skill
Role 1
Role 2
Role 3
Role 4
Role 5
Role 6
Learning Opportunity Name
Type
Time (hrs)
Level
Skill #1
Competency #1
Skill #2
Skill #3 Skill #4 Skill #5
5
Role 7
Line up Learning Paths for Each Competency and Role •
Identify learning opportunities for each role o Determine the required, suggested and optional learning opportunities for each role based on the proficiency expectation
• •
Validate with customer group and HR
Determine learning path for each role based on step above o Divide learning opportunities for each role into foundational, core and advanced
o Consider a foundational for all if there are learning opportunities that are required for most or all roles o Is there a role hierarchy? If so, don’t include all courses for the each role. Assume the lower role has completed the learning opportunity or has the required proficiency. •
Approve new format with executive sponsor/leadership Role 1
Category
Knowledge /Skill
Role 2
Role 3
Role 4
Role 5
Role 6
Learning Opportunity Name
Type
Time (hrs)
Level
R= Required S= Suggested O= Optional
Skill #1
Competen cy #1
Role 7
Skill #2
Skill #3 Skill #4 Skill #5
6
Line up Learning Paths for Competency and Role (continued) Below is a template sample for learning paths by role.
Role Foundational
Core
Advanced
Less than 1 year experience
Up to 2 years in role
2+ years / Prepare for next role
Competency #1 Title
Competency #1 Type
Duration
Cost
Title
Competency #1 Type
Duration
Cost
Title
Learning Opp. #1
Learning Opp. #1
Learning Opp. #1
Learning Opp. #2
Learning Opp. #2
Learning Opp. #2
Learning Opp. #3
Learning Opp. #3
Learning Opp. #3
Competency #2
Competency #2
Competency #2
Title
Type
Duration
Cost
Title
Type
Duration
Cost
Title
Learning Opp. #1
Learning Opp. #1
Learning Opp. #1
Learning Opp. #2
Learning Opp. #2
Learning Opp. #2
Learning Opp. #3
Learning Opp. #3
Learning Opp. #3
Type
Duration
Cost
Type
Duration
Cost
7
Execute and Evaluate Execute •
Rollout new learning by competency / role format
•
Provide hands-on opportunities for intended audience o Open House o Kiosk o Provide copies of learning paths for each role
•
Provide tutorial and Quick Reference Cards for taking advantage of new format
•
Attend customer team meeting to provide more detailed information and support
Evaluate •
Is intended audience using the new approach? o # of hits to site o # of course enrollments/completions o Length of time in new format
•
Survey audience for feedback o Send out survey
o Walk around and ask what’s working/not working •
Is audience using tool to help create development plan?
•
Talk with managers to determine if changes are needed
•
Incorporate feedback as required
8
S
Secure Executive Support
I
Identify Roles and Competencies
M P
•
Create project and communication plan
•
Identify key executives and SMEs
•
Get commitment from key executives
•
Identify primary roles
•
Identify competencies for job roles
•
Identify role/competency gaps
Measure Competency Importance for Each Role •
Identify skill importance for each role
•
Determine biggest skill gap need
•
Validate with customer group
Place Learning Opportunities into Competencies •
List internal and external learning opportunities
•
Identify type of learning opportunity
•
Estimate difficulty level & duration of the learning opportunities
L
Line up Learning Paths for Each Competency and Role
E
Execute and Evaluate
•
Identify learning opportunities for each role
•
Determine learning path for each role
•
Approve new format with executive sponsor
•
Communicate to audience
•
Conduct post audit
•
Incorporate changes as appropriate
1
Secure Executive Support •
Create project and communication plan o Create project plan o Decide communication frequency to executive sponsor
•
Identify key executives and SMEs o Create mock framework outlining vision
o Identify names of leaders acting on behalf of sponsor o Identify SMEs for each role •
Create Steering Committee to help guide if appropriate
•
Get commitment from key executives
2
Identify Roles and Competencies •
List primary job roles o Consider combining similar job roles if possible o Identify hierarchy of roles when applicable
•
Identify and agree on competencies for job roles o Enterprise
o Departmental o Team •
List knowledge and skills for each competency category
•
Identify role and competency gaps (if any)
•
Validate competencies and roles with HR o Are competencies changing soon? o Are roles changing soon?
2
1
3 Role 1
Category
Role 2
Role 3
Role 4
Role 5
Role 6
Role 7
Knowledge/Skill Skill #1
Competency #1
Skill #2 Skill #3 Skill #4 Skill #5 Skill #1
Competency #2
Skill #2 Skill #3 Skill #4 Skill #5
3
Measure Competency Importance for Each Role •
Identify skill importance and skill gaps for each role o What proficiency level must each role have to meet/exceed expectations?
Basic
Intermediate
Advanced
o Work with SMEs and HR to complete template (importance and gaps)
o Ask for suggestions to close the gaps
Keep suggestions in mind for learning opportunities (next step)
•
Consider combining roles if appropriate
•
Validate with executive sponsor or designated leadership
Role 1 Category
Knowledge/Skill
Role 2
Role 3
Role 4
Role 5
Role 6
Role7
Proficiencies: B - Basic I - Intermediate A - Advanced
Skill #1 Competency #1
Skill #2 Skill #3 Skill #4 Skill #5 Skill #1
Competency #2
Skill #2 Skill #3 Skill #4 Skill #5
4
Place Learning Opportunities into Competencies •
List internal and external learning opportunities available o Identify any restrictions (HR approval, Managers only, etc)
•
Make sure learning opportunities will be available in near future o Are any courses scheduled to be deleted?
o Any vendor contracts due to expire or change? •
Identify type of learning opportunity
o C = Instructor led session (classroom, virtual)
o OJT = On the Job Training (experience doing or shadowing task, job rotation) o SSC = Self Study Course (WBT, video, guided tutorial) o SSR = Self Study Resource (presentation, website, book, article) •
List duration of learning opportunity (if applicable)
•
Estimate difficulty level of learning opportunities: o Basic o Intermediate o Advanced
Category
Knowledge /Skill
Role 1
Role 2
Role 3
Role 4
Role 5
Role 6
Learning Opportunity Name
Type
Time (hrs)
Level
Skill #1
Competency #1
Skill #2
Skill #3 Skill #4 Skill #5
5
Role 7
Line up Learning Paths for Each Competency and Role •
Identify learning opportunities for each role o Determine the required, suggested and optional learning opportunities for each role based on the proficiency expectation
• •
Validate with customer group and HR
Determine learning path for each role based on step above o Divide learning opportunities for each role into foundational, core and advanced
o Consider a foundational for all if there are learning opportunities that are required for most or all roles o Is there a role hierarchy? If so, don’t include all courses for the each role. Assume the lower role has completed the learning opportunity or has the required proficiency. •
Approve new format with executive sponsor/leadership Role 1
Category
Knowledge /Skill
Role 2
Role 3
Role 4
Role 5
Role 6
Learning Opportunity Name
Type
Time (hrs)
Level
R= Required S= Suggested O= Optional
Skill #1
Competen cy #1
Role 7
Skill #2
Skill #3 Skill #4 Skill #5
6
Line up Learning Paths for Competency and Role (continued) Below is a template sample for learning paths by role.
Role Foundational
Core
Advanced
Less than 1 year experience
Up to 2 years in role
2+ years / Prepare for next role
Competency #1 Title
Competency #1 Type
Duration
Cost
Title
Competency #1 Type
Duration
Cost
Title
Learning Opp. #1
Learning Opp. #1
Learning Opp. #1
Learning Opp. #2
Learning Opp. #2
Learning Opp. #2
Learning Opp. #3
Learning Opp. #3
Learning Opp. #3
Competency #2
Competency #2
Competency #2
Title
Type
Duration
Cost
Title
Type
Duration
Cost
Title
Learning Opp. #1
Learning Opp. #1
Learning Opp. #1
Learning Opp. #2
Learning Opp. #2
Learning Opp. #2
Learning Opp. #3
Learning Opp. #3
Learning Opp. #3
Type
Duration
Cost
Type
Duration
Cost
7
Execute and Evaluate Execute •
Rollout new learning by competency / role format
•
Provide hands-on opportunities for intended audience o Open House o Kiosk o Provide copies of learning paths for each role
•
Provide tutorial and Quick Reference Cards for taking advantage of new format
•
Attend customer team meeting to provide more detailed information and support
Evaluate •
Is intended audience using the new approach? o # of hits to site o # of course enrollments/completions o Length of time in new format
•
Survey audience for feedback o Send out survey
o Walk around and ask what’s working/not working •
Is audience using tool to help create development plan?
•
Talk with managers to determine if changes are needed
•
Incorporate feedback as required
8
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