Competencies and Career Development

1. Competencies and Career Development Presentation to the Simplified Acquisitions Symposium 1 Apr 08 Presented by: Kristi Porter

2. Objectives By the end of this presentation, you should be able to: • Define competencies • Understand how competencies can help in your career development • Create an Individual Development Plan National Institutes of Health Human Capital Group

3. What are competencies? Competencies are the observable combination of • Knowledge • Skills • Abilities that contribute to individual and organizational performance National Institutes of Health Human Capital Group

4. Why do we have competencies? • Move NIH in a direction away from tasks and toward observable behaviors • Changing workforce/industry • Succession planning • Leadership development programs National Institutes of Health Human Capital Group

5. What is an Individual Development Plan (IDP)? • An employee-owned career development tool • A “road-map” to career planning/development • NOT a performance tool or Performance Improvement Plan • Indirect link: increase proficiency  better performance? National Institutes of Health Human Capital Group

6. Sample IDP National Institutes of Health Human Capital Group

7. Competency Trivia • Competencies are the knowledge, skills and ______________ that contribute to superior organizational performance. National Institutes of Health Human Capital Group

8. Competency Development at NIH • NIH Training Center along with: • Top Performers • Subject Matter Experts • Executive Officers • Lead Administrative Officers • Developed Core and Leadership & Management models and L&M proficiency map • Focus groups in each of the occupational areas developed the occupational models and proficiency maps National Institutes of Health Human Capital Group

9. NIH Competency Models National Institutes of Health Human Capital Group

10. Overview of the NIH Competency Process Competency Model Development Assessment (strengths & gaps) Individual Organization Discussion of Goals and Competencies with Supervisor Hiring/Recruitment Agreement on Development Activities Distribution of Work Create Plan Succession Planning National Institutes of Health Human Capital Group

11. Competency Benefits • Employee • Focused training/development opportunities • Advancement or new job placement • Ownership of career • Supervisor • Guide employee training & development • Selection of new employees • Organization • Provides a consistent way to measure strengths and gaps • Strategic • Recruitment and retention National Institutes of Health Human Capital Group

12. NIH Competency Tools • Competency models • Proficiency maps • Training maps • IDPs • Behavioral based interview guides • Assessment • Vacancy Announcements/PDs - TBD • Competencies Website:http://hr.od.nih.gov/competencies/default.htm National Institutes of Health Human Capital Group

13. Competency Trivia • T or F: The Core Competency model is only for employees in certain occupations. National Institutes of Health Human Capital Group

14. How do I create an IDP? • Step 1: Complete a self-assessment • Read the competency definitions • For each competency, think about your previous work experience(s), training, and the knowledge, skills, and abilities you bring to your position. • Rate your competency level using the Proficiency Scale National Institutes of Health Human Capital Group

15. How do I create an IDP? • Step 2: Meet with your supervisor • Talk to your supervisor about job expectations, important projects and initiatives • Identify 3-5 competencies that you and your supervisor consider priorities for your training and career growth • Select training courses and/or other activities that support your development goals; normally, you should give higher priority to the mandatory and required courses • To find the right OJT, ask your supervisor who you should learn from and/or the best developmental project for you National Institutes of Health Human Capital Group

16. How do I create an IDP? • Step 3: Complete your IDP • You may choose one or more learning activities to achieve the goals you identified. List each activity on your Individual Development Plan (IDP) and include the cost and targeted completion date, if appropriate • When scheduling your courses and other learning activities, consider course availability, your workload, and office coverage requirements • HINT - To get the most out of your training, try to schedule classes that will take place just before you will be doing work that uses what you learn in the training National Institutes of Health Human Capital Group

17. How do I create an IDP? • Step 4: Implement your IDP • Register for training courses and make necessary arrangements for other learning activities • Follow up every 3-6 months to make adjustments as necessary • Celebrate successes! National Institutes of Health Human Capital Group

18. Tips for Employees • Be honest about your self-assessment • Provide examples of behaviors that exhibit your competencies • Be prepared for the discussion with your supervisor • Discuss development opportunities in which you are interested • Be engaged in the discussion and open to feedback • Schedule a time to discuss your progress and follow through with it National Institutes of Health Human Capital Group

19. Development Activities • Training is only one option • Other activities include, but are not limited to: • Participating in HR related committees • Shadowing • Mentoring • Peer coaching • Cross-Training (Also Intramural vs. Extramural) • Reading/Studying • Developing SOPs • Specific assignments • Rotations with customers • Completing/Leading special project(s) National Institutes of Health Human Capital Group

20. Competency Trivia • Name one benefit of using competencies/IDPs National Institutes of Health Human Capital Group

21. Recap Now you should be able to: • Define competencies • Understand how competencies can help in your career development • Create an Individual Development Plan National Institutes of Health Human Capital Group

22. Questions? • Kristi Porter – porterkr@mail.nih.govNIH Training Center/WSDD301.402.3387 National Institutes of Health Human Capital Group