1. Competency Mapping – A Pilot Project at
CENPEID,
TATA Power Delhi Distribution Ltd. (formerly NDPL)
Under the guidance of Mr. Suniti Kumar Das, DGM CENPEID
& Mr. VC Mathur, Chief Mentor, CENPEID
Meenakshi S Vyas
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2. Competency Mapping – Methodology
Step – 1 :- Completed
 Identifying the Competencies relevant to the “Technicians”
 Interaction with the respective “Reporting Officers” to identify
“Required Level (RL)” of competency
 Selection of “Representative Sample” of Technicians
 Interaction with the respective “Reporting Officers” to identify
“Present Level (PL1)” of competency
 Map the required & present level on a “Spider Chart”
Step – 2 :- Completed
 Analysis of the findings of Step – 1
 Identification of applicable training areas
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3. Spider Chart – A sample
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Workplace
Management
Knowledge of Tools &
Tackles and ability to
maintain these Tackles
Safety
Compliance
New initiative like
SHINE, quality circle
Job
Knowledge
Customer
Orientation
Quality consciousness
Team
Work
Timely
Completion of
Work
1
2
3
4
5
Self Discipline
Required Level (RL)
Present Level
(PL1)
L1: Do not know
L2: Know the theory
L3: can do to some degree
L4: can do with confidence
L5: can teach others

4. Spider Chart – A sample
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Workplace
Management
Knowledge of Tools &
Tackles and ability to
maintain these Tackles
Safety
Compliance
New initiative like
SHINE, quality circle
Job
Knowledge
Customer
Orientation
Quality consciousness
Team
Work
Timely
Completion
of Work
1
2
3
4
5
Self Discipline
Required Level
(RL)
Present Level
(PL1)
GAP

5. Findings of Step – 2 : Analysis
Competency : Present level-1
workplace
management
Selfdiscipline
JobKnowledge
SafetyCompliance
Customerorientation
Knowledgeoftool&
tackelsandabilityto
maintainthese
Qualityconciousness
Newinitiativeslike
SHINE,qulitycircle
Teamwork
TimelyCompletionof
work
Required Level of
Competency
(Present Level if below this
then Training Should be
planned)
4 5 5 5 4 5 4 3 5 4
Average Competencies Level 3.33 3.67 3.70 4.00 3.57 3.93 3.57 2.70 3.87 3.70
No. of Technicians at Required
Level
15 5 6 9 12 9 14 11 6 15
No. of Technicians below
Required Level
15 25 24 21 14 21 13 12 24 11
No. of Technicians above
Required Level
0 0 0 0 4 0 3 7 0 4
% of Technicians below
Required Level
50% 83.33% 80% 70% 46.67% 70% 43.33% 40% 80% 36.67%
Training should be planned wherever the "Present Level" is below "Required Level" for a
given competency

6. Details of the Areas Covered
Area No. of Technicians
O&M – Distribution (Zones) 7
Area Power System 6
MMG 5
Corp. Street Light 6
Protection & Testing 5
FLC 1
Total 30
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Recommended Training Areas –
• Module 1 :– Safety Compliance + Knowledge of tool & tackels
and ability to maintain these
• Module 2 :– Workplace Management + Self Discipline + Team
Work
• Module 3 :– Job Knowledge (to be designed as per the specific
requirement)

7. Spider Chart – Advantages
 Spider chart helps in identifying the requirements of the
employees related to all Knowledge, Skill & Attitude (KSA) and take
focused actions
 This helps in improving the overall effectiveness of Training
 Spider Chart also helps in maintaining overall competency profile
of the employees which can be used for any other purposes by the
organization
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8. Competency Mapping – Way Forward
 Designing of Training Module for this pilot project
 Conducting the training program for the identified sample
 Interaction with reporting officers after a certain period to identify
the competency level (PL2) post training
 Analysis of the findings and freezing the “Recommendations”
 Incorporating the competency mapping in CENPEID process
 Replication & implementation of competency mapping across all
the training areas in “phased” manner
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