Are you providing relevant, up-to-date, and accurate material (e.g., training, SOPS) that maps to needed competencies within your organization? Do you have potential knowledge gaps and are not sure the best way to approach them? With this model, make sure all employees can be successful in their role by involving them in the process.
Applications on the Job
- Participants will be able to create a competency model specific to their organization.
- Participants will be able to apply best practices when conducting research and interviews.
- Participants will understand what types of tools available to track and store the model information.
As part of my dissertation, I worked with experts across the country in the area of highway safety, but also worked closely with my organization – the Louisiana Department of Transportation and Development. This allowed coworkers of mine in the Training Section and me to work in part with employees in our Highway Safety Section. Ultimately, we created a competency model specific to that section. During the process, we developed a model to follow as we continue throughout other sections in our department.
For our purposes, current training may not be on par with current technologies in practice, or a lack of funding or resources could prolong or limit the amount of trainings offered for our engineers. There may also be a disconnect on competencies needed versus competencies available in these trainings. Through the competency model project, we were able to find possible knowledge gaps, verify training (or training aids) were available for each competency, and if training helped learning transfer.
Research began from reviewing work completed by other states and national organizations. Next, the team interviewed employees to get a feel for the daily flow of their day-to-day job duties while learning about their processes and what helps or could help them do their job more effectively. Action-based competencies began taking construction with further information gathered from: section specific information, currently available and required training, and other internal and external resources. After multiple iterations of feedback and modifying, final competencies were grouped as necessary.
Once competencies were defined, they began to be matched with appropriate training. This does not have to consist of only instructor-led courses, but also included: go-by documents, websites, manuals, conferences, and more. Next, the section supervisor decided what level of proficiency was desired, what level proficiency the employees are currently showing, and how critical the competency was to their role. Moving forward, as the project grows in the section and is repeated across the organization, knowledge gaps may begin to appear. This will help prioritize current training efforts, or move forward with purchasing or developing needed training.
The model that will be shared includes: an overview of the process, how to choose sections to work with, how to use technology and tools to keep the team on track, how to reference all trainings and other items, interview questions used, an example table of criticality vs proficiency, and more. Practitioners who are currently developing their own competency model or interested in jumping in would find this session of use. The process is very involved and requires a team, but it is not as daunting as it sounds, and a handful of people are sufficient. Buy-in from your organization and sections involved, however, are paramount. Ultimately, I view this project as a “help me, help you, help us” viewpoint. The information gathered benefits all involved for the better.
ATDBR strives to align our programming with the ATD Capability Model. This workshop supports the "Developing Organizational" Capability.
ATDBR is a pre-approved provider and is authorized to provide continuing education programs that qualify for initial eligibility and recertification of the Certified Professional in Talent Development (CPTD) and Associate Professional in Talent Development (APTD) credentials. ATDBR provides high-quality programming that has been developed and delivered by subject matter experts.
As soon as you complete the registration process, you will be guaranteed a seat at this event. The completed registration process initiates an invoice from ATDBR to you that may be paid online, by mail, or on the day of the event. Be sure to register using a valid and accessible email address to receive automated event confirmations, invoices, and Zoom links for virtual events. ATDBR is not responsible for undeliverable communication due to registration errors.
Event cancellations received at least 48 hours prior to the event may be eligible to receive a refund for the event registration. Eligible cancellations will be accepted via email to treasurer@atdbatonrouge.org. All refund requests must be made by the member or credit card holder. Requests for cancellations after the stated deadline will not be eligible for transfer or refund.
Contact president@atdbatonrouge.org if you have any questions.
Pre-registration required. No walk-ins.
