Competency-based Learning: A Practical Process and Living Case Study
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Presentation for Canadian Society for Training and Development CSTD 2014 Conference. Tom Gram (Global Knowledge) and Lawrence Stevenson (IT Source, Workforce Optimization, Ontario Public Service)
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Competency-based Learning: A Practical Process and Living Case Study
- 1. Competency-Based Learning A Practical Process and Living Case Study Tom Gram Senior Director Leadership and Business Solutions Global Knowledge Lawrence Stevenson Senior Manager, Workforce Optimization Treasury Board Secretariat – Central Agencies I&IT Cluster – IT Source
- 2. Agenda • My IT Source Competency Program Introduction • Competency-based Learning Elements and Process • My IT Source: A Living Case Study • Questions and Discussion
- 3. IT Source Learning Strategy Initiative
- 4. Issues Addressed by Competency-based Learning • Skill and performance standards • Connection between learning and business needs • Connection between learning and individual needs • Objective skill gap assessments • Meaningful personal learning plans • Governance and management framework • Unified HR processes with a common foundation
- 5. The Elements of Competency-based Learning Competency-based Learning Process Role-based Learning Paths Learning Actions Competency Model Competenc y
- 6. What is a Competency? Competency-based Learning Process Role-based Learning Paths Learning Actions Competency Model Competenc y
- 7. What is a Competency? Skill Knowledge Behaviour Values Self Concept Motives Traits Visible Hidden Most easily developed Most difficult to develop Necessary but not sufficient Differentiates excellent performance
- 8. Types of Competencies Task Skills Performance Skills Behaviours/Traits Assessing performance needs Goal setting Achievement Orientation Designing training Problem Solving Initiative Facilitating training Decision Making Self Awareness Supporting transfer of Customer Focus Pragmatism learning Evaluating training Conceptual Modeling Sense of Urgency
- 9. The Elements of Competency-based Learning Competency-based Learning Process Role-based Learning Paths Learning Actions Competency Model Competenc y
- 12. Measuring Competency Gaps Application development Database design Security Testing Analytical Thinking Client Focus Communication Results Orientation Programmer/Analyst
- 13. The Elements of Competency-based Learning Competency-based Learning Process Role-based Learning Paths Learning Actions Competency Model Competenc y
- 14. 70/20/10: The New Curriculum
- 15. Defining Learning “Actions” Modes of Learning eLearning Self Study Webinar Mobile podcasts Instructor Led Performance guides Coaching/Mentoring Discussion forum Job shadowing One-on-one practice Job assignments Professional associations Communities of Practice Action learning team
- 16. Informal Learning Actions Mapped to Competencies
- 17. The Elements of Competency-based Learning Competency-based Learning Process Role-based Learning Paths Learning Actions Competency Model Competenc y
- 19. The Elements of Competency-based Learning Competency-based learning process Role-based Pearning paths Learning Actions Competency Model Competenc y
- 20. Requirements for an Effective Competency-based Learning Process • Based on business driven competency standards • Tools to assess gaps between current and desired performance • Relevant learning resources mapped to standards • Role-based learning paths • Personal learning plans • Management and governance system
- 21. A Competency-based Learning Process Competency Model Assessment Gap Development opportunities Current Competencies Role-based Learning Paths Formal and Informal Learning Actions Personal Learning Plan Learning Management System
- 22. Managing the Process Competency Model Assessment Gap Development opportunities Current Competencies Personal Learning Plan Role-based Learning Paths Formal and Informal Learning Actions Learning Management System
- 23. Effectiveness Evaluation • Are employees improving their skills and competencies? • Are learning actions improving competencies? • Are some competencies improving and others not? • Are competencies improving business performance? • What areas of the program can be improved?
- 24. Global Knowledge and IT Source Project Competency-based Curriculum (learning actions) Implementation/ Communications Plan Success Measurement • Driven by IT Source Competency Program • Formal and informal • Role based learning paths • Implementation plan for CMP • Implementation plan for learning strategy • Input to communications plan •Key performance Indicators (KPI’s) • ROI Learning Vision and Strategy • A new vision for learning • Learning Strategy and architecture
- 25. IT Source Learning Vision IT Source supports a learning culture that encourages me to invest in myself. It is flexible, adaptive and connected to my career growth and value as a trusted partner.
- 26. IT Source Learning Lifecycle
- 27. IT Source Learning Lifecycle: Reflect Assess Your Competencies Identify Opportunities Research Learning Options Document Your Learning Plan Compare current competencies to desired competencies in the My Development Tool. Prioritize opportunities for growth. Discuss with your Manager. Research the formal and informal learning options available. Build them into your Learning Plan. Create and manage your Learning Plan. Document and define how you will achieve your learning objectives.
- 28. IT Source Learning Lifecycle: Grow Plan to Apply Confirm Your Commitment Learn and Participate Create your action plan. Discuss with your Manager what combination of learning and activities are right for you. Obtain approvals. Plan and register for your learning activities. Participate in a variety of learning activities, such as courses, mentoring, job shadowing, etc.
- 29. IT Source Learning Lifecycle: Share Make an Impact Learn Out Loud Refine Your Skills Experiences build competencies. Apply your new skills. Record your experiences in your Learning Plan. Share your learning. Teach and develop others. Deepen your knowledge. Learning is doing. Gather honest feedback as you work. Develop further by continuing to reflect grow and share. Learning never ends.
- 30. Tools and Supports 1. IT Source Guide to Competencies 2. Proficiency Map 3. My Development Tool
- 31. Guide to Competencies Name of Competency Competency Definition Proficiency Levels Descriptions of observable behaviours B – Behavioural competency or T – Technical competency
- 32. Proficiency Map
- 34. Individual Learning Plan (ILP)
- 37. Questions/Discussion Tom Gram tom.gram@globalknowledge.com @tomgram1 416-964-8688 (2633) PerformanceXdesign.wordpress.com Lawrence Stevenson Lawrence.Stevenson@ontario.ca @ljstoronto 416- 327-1164
Hinweis der Redaktion
- Alloows you to assess baseline levels as well