Evaluating a competency framework
Featured in the The Competencies Activity Pack training manual
By Roger Pattison & Andrea Moffat
Category: Competencies
Credit price: 3 download credits (Single user)
Many organisations have established, or are in the process of developing, competency frameworks, and this activity enables participants to review and evaluate their own competency frameworks against the generic example provided in this activity. It does not set out to establish one framework over any other, but to enable participants to recognise and value differences and similarities. The participants are then able to evaluate frameworks in terms of their advantages and disadvantages.
The activity opens with the participants working in groups to explore the style, development and reception of competency frameworks within their own organisations. You then introduce three other competency framework styles and ask participants to identify differences and similarities, advantages and disadvantages, between these and their own. The activity concludes with a plenary discussion on the need to develop competency frameworks to complement the host environment and culture, followed by a review of the key points.
Who is it for: This training activity is intended for use by trainers to use with managers and staff members to enable them to explore competency frameworks.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 20 |
| Typical Duration: | 02:15:00 |
| No of Pages: | 18 |
Resources: View standard resources for Fenman training activities
Additional resources: Three flipchart stands; coloured highlighter pens or coloured stickers in four colours; Three prepared sheets of flipchart paper.
Purpose: This training activity is intended for use by trainers with managers and staff members to explore the differences and similarities between competency frameworks and, thus, their advantages and disadvantages. It could also be used with a group of directors/senior managers and/or staff members, and with participants from one organisation only or from a variety or organisations. In order to do this you must build and maintain a positive atmosphere in which participants can review their existing competency framework(s) against the example given here without dismissing their own. Your role is to enable and encourage participants to recognise the differences and similarities, advantages and disadvantages in all frameworks, including the generic one supplied with this activity, and the importance of building frameworks which complement the environment.
Download the training activity, Evaluating a competency framework as featured in the Fenman training manual; The Competencies Activity Pack