1. Learning & Development’s
Competency Based Promotion
Process Overview
Kevin Preston
May 2003

2. The Certification Process
Who?Who?
L&D employees who
desire to improve skills
and enhance their
position within the
corporation should
enter certification
Why?Why?
Certification was created to
insure that individuals promoted to
new roles w/in the L&D community are
equipped with the competencies necessary
to be successful & have a positive impact
on the business. Through the
development of people, we will continue
to improve capability and levels
of performance
What?What?
Certification is a process
to support the promotion
of high performing L&D
employees to specific
targeted positions.
How?How?
Employees in the
process work with
their leadership
team and mentors
to build
competencies. See
later slides for
details on the 6
steps of
certification
When?When?
Employees are
admitted to the
certification program
based on the time in their
current position and
current performance
level.
Where?Where?
All L&D Job Functions
certification tracks.
See later slides for
information on what the
progression tracks look
like for your job.

3. Leadership Competencies
•Customer Focused
•Performance Driven
•High Integrity
•Fast, Flexible, Innovative
•Respectful of Individuals
Job Specific Competencies
1. Facilitation
2. Project Management
3. Performance Consulting
4. Data Communications
5. Multimedia Development
6. Instructional Design
7. Curriculum Development
8. Technology Architecture
Competency Based Selection, Development &
Certification Model
 Breadth of Competencies 
DepthofCompetency
Certification
• Lead Large Projects
• Manage Client
Engagement at
Executive Level
• Increased Breadth &
Depth of Skills
• Role Models
Appropriate Job
Specific Competencies
• Mentors Others
ENTRYSENIORLEADSTAFF
• Web Designer/Dev I
(1, 2, 4, 5, 6, 7)
• Corp. Trainer
(1, 2, 4, 5)
• Proj. Analyst
(1, 2, 4)
• Web Design/Developer II
(1, 2, 3, 4, 5, 6, 7, 8)
• Senior Corporate Trainer
(1, 2, 3, 4, 5, 7, 8)
• Lead Perf. Consultant
(1, 2, 3, 4, 6, 7)
•Senior Project Analyst
(1, 2, 4, 7, 8)
• Lead Web Designer/Developer
(1, 2, 3, 4, 5, 6, 7, 8)
• Lead Corporate Trainer
(1, 2, 3, 4, 5, 6, 7, 8)
• Staff Perf. Consultant
(1, 2, 3, 4, 5, 6, 7, 8)
• Lead Project Analyst
(1, 2, 3, 4, 7, 8)
Learning
Demonstrating
RoleModeling
J
O
B
S
P
E
C
I
F
I
C
L
E
A
D
E
R
S
H
I
P

4. The Five Steps of Certification
STEP 1STEP 1
Employee
Nominated into
Certification
Process
STEP 2STEP 2
Development
Plan Created
STEP 3STEP 3
New
Competencies
Demonstrated
& Documented
STEP 4STEP 4
Review Board
Recommendation
& HR
Concurrence
STEP 5STEP 5
Promotion
CERTIFICATION
HUM
AN
RESOURCES
CO
ACH
EM
PLO
Y
EE
ORGANIZATION
LEADERSHIP

5. Step 1: Nomination
What The Step IsWhat The Step Is
Before beginning certification, an employee must be
nominated into the process or nominate themselves for
the process. Criteria for entry includes…
•Consistent high performance
•Accepts responsibility for self-development
•Length of time in current position
Entry into the process is negotiated between the
Employee, Coach, and Director.
Employees identify their current performance level on
all job specific competencies and compare those to the
entry level of the job to which they are certifying.
Forms / ProcessForms / Process
A) Meet with your Supervisor to discuss plans
B) Complete the Nomination Form including…
•Identify 1-5 Focus Competencies
•Document your Performance Appraisal Ratings
•Document your length of time in position
C) Obtain approval from Supervisor and Leadership
Team for entry into Certification.
Roles & ResponsibilitiesRoles & Responsibilities
Employee: Initiate entry into program
with Supervisor. Complete Certification
Nomination Form. Commit to
development and knowledge of skills.
Supervisor or Mentor: Guide employee
through Certification Process. Present
employee’s Nomination Form to
Leadership
Org Leadership: Review, provide
feedback, and/or approve entry into
Certification Program based on…
•Long Term Business Needs
•Employee Readiness
HR: None for this step.
OutputOutput
•Certification Nomination Form
completed.
•Final Certification Nomination Form
approved by Supervisor and
organization’s Leadership Team (at least
at Director level).

6. Step 2: Development Plan
What The Step IsWhat The Step Is
After the employee is nominated into certification, a
development plan is jointly created by the employee and
the Coach and is then reviewed with the Director. The
plan to build competencies may include such things as…
•Training Courses, Programs, or Certificates
•Documentation of Prior Experiences
•Types of Projects that will Build Competencies
•Potential Mentors that will Help Build Competencies
Forms / ProcessForms / Process
A) Complete the planning sections of the Certification
Development Plan, including…
•Identify 1-5 job specific competencies
•Determine the “Starting” and “Target” Level for each
job specific competency
•Complete the Development Plan columns
B) Obtain Supervisor/Director approval for your plan
Roles & ResponsibilitiesRoles & Responsibilities
Employee: Complete the Certification
Development Plan by identifying
competencies to focus on, documenting
current and targeted levels for each
competency, and creating a plan to
develop those competencies.
Supervisor or Mentor: Assist the
employee in completing the Certification
Development Plan. Identify potential
projects and mentors to assist in
competency building. Provide final
approval for the plan.
Org Leadership: None for this step.
HR: None for this step.
OutputOutput
•The Planning sections (Competency,
Current Level, Target Level,
Development Plan - Training/Other &
Timeframe) sections complete on
Certification Development Plan form.
•Final Certification Development Plan
approved by Supervisor and/or Director.

7. Step 3: Demo & Document
What The Step IsWhat The Step Is
1) Specific Planning: Work with their supervisor to…
•Identify specific projects to develop competencies
•Identify specific mentors to develop competencies
and provide feedback and coaching
2) Demonstrate: Convey your competencies by…
•Completing/Leading projects
•Reviewing Progress with Mentors and Coach
•Addressing remaining gaps with additional
development
•Completing other development (i.e. training)
3) Document: Write down the evidence of how your
competencies have been enhanced (Copy CIP).
Forms / ProcessForms / Process
A) Finish the Certification Development Plan with…
• Ending Level: Your end rating for the competency
• Evidence: Attach Caselettes that outline project
impacts including competencies addressed, project
opportunity, solution, impact, and project rating.
Also attach supporting sample work you completed.
B) Review finished document with Mentor/Supervisor.
Roles & ResponsibilitiesRoles & Responsibilities
Employee: Carry out the development
plan. Finish the Certification
Development Plan and review the
completed form with project mentor(s)
and Supervisor. Enhance the
development plan if additional
competency development is needed.
Supervisor or Mentor: Provide
continuous coaching on development by
reviewing the Certification Development
Plan and attached Caselettes and
Supporting Samples. Recommend
employee to Review Board.
Org Leadership: None for this step.
HR: None for this step.
OutputOutput
•Finalized Certification Development
Plan including attached Caselettes and
supporting materials.
•Supervisor recommendation that
employee move to Step 4 (Review
Board)

8. Step 4: Review Board
What The Step IsWhat The Step Is
Once the employee has demonstrated and documented
their competencies, it is time to present the certification
process to the Review Board. Employees create and
present an overview presentation of their certification to
the Review Board, which consists of…
•Employee (presenter)
•Supervisor (i.e. Director, Manager, Coach, etc.)
•Leader of Organization (at least Director level)
•HR Representative of Organization
Based on the presentation, the Review Board will
recommend either a promotion or further development.
Forms / ProcessForms / Process
A) Employee creates 30 minute overview presentation.
B) All documents are forwarded to review board at least
3 weeks prior to presentation (I.e. Certification
Development Plan, Caselettes, Supporting
Documents, and Overview Presentation).
C) Employee presents certification to Review Board.
D) Review Board recommends next steps.
Roles & ResponsibilitiesRoles & Responsibilities
Employee: Distribute materials ahead of
time. Create and present certification
overview to the Review Board.
Supervisor or Mentor: Coordinate
Review Board meeting. Support
employee during Review Board.
Org Leadership: Attend Review Board
meeting and work with Supervisor and
HR to determine if employee has met
requirements or requires additional
development. Recommend promotion or
further development as appropriate.
HR: Attend and work with Review
Board as described for Org Leadership.
OutputOutput
•Certification Overview presentation is
finalized.
•All Certification materials sent to
Review Board.
•Certification presented to Review
Board.
•Review Board recommends promotion
or further development

9. Step 5: Promotion!
What The Step IsWhat The Step Is
Once the Review Board concurs that the employee has
met certification requirements, that employee is
promoted to the target job. All of the certification
materials are archived with the Organization
Effectiveness Certification Process Manager. An
Employee Change Notice is issued for the promotion
and salary increase (if applicable) for the employee.
Note: Salary increases are at the discretion of
leadership in partnership with HR.
Forms / ProcessForms / Process
A) An ECN is submitted to move the employee to the
new job code and to provide the salary increase (if
applicable).
B) A copy of the completed certification documentation
is sent to the OE Certification Process Manager
(Kevin Preston - kpresto@qwest.com).
Roles & ResponsibilitiesRoles & Responsibilities
Employee: Celebrate your promotion!
Supervisor or Mentor: Submit the ECN
to leadership for the employee’s
promotion. Celebrate the promotion!
Org Leadership: Approve and signoff on
the promotional ECN. Obtain approval
and signoff from EVP on ECN if there is
a pay impact as a result of the promotion.
HR: Approve and signoff on the
promotional ECN.
OutputOutput
•A completed and approved ECN with
promotional and pay impact details.
•An announcement to the employee’s
organization celebrating their success.
•Certification materials sent to OE for
archival.

10. Document Summary
Nomination
Form
Gets you into
the Certification
program
Certification
Development
Plan
Document how
you will
demonstrate the
advanced
competencies
Supporting
Documents
Work Samples:
1. Caselettes
2. Project
Feedback Form
3. Class
Feedback Form
4. Actual Work
Certification
Presentation
Overviews your
progress and
advanced
competencies
L&D
Competency
Matrix
Determines
required
competency
levels for
desired job
HR OE Job
Qualifications
Determines
qualifications
for each L&D
Job Function
Your CIP
Docs for Last
6 Quarters
Determines
your
competency
ratings
L&D Career
Path
Overview
Outlines job
progression
options for each
career path
ECN
Changes title
and salary (if
applicable)
after promotion.
STEP 1STEP 1 STEP 4STEP 4STEP 3STEP 3STEP 2STEP 2
STEP 5STEP 5
INPUTINPUT
Promotion!