(Question posted by participants in recent webinars)
To measure success with a competency model, you need a baseline. This is where employees in a role assess themselves against the competency model the first time. Then, they need to do some development – optimally self-directed, personalized learning that they own. Once they participate in these development opportunities (which they buy into, because they selected them based on gaps they themselves identified), they will re-assess. In a perfect world, this is quarterly, so that they are always thinking about their own development.
When you look at the assessment data over time, and you correlate that with business metrics, you can hopefully show improvement in both skills and results over time. What’s more, you’ll know which skills are drivers of business results.
For more, check out an ATD conference session: M314 - The Holy Grail: Using Competency Models to Establish Learning Program Impact. Mon, May 22 | 4:30 PM - 5:30 PM | B406
That's where we're teaming up with Jennifer Naughton from ATD, and Dr. Bill Rothwell from Penn State to show you how 3 different organizations, including ATD, applied this blueprint to measure success via competency models.