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Information Technology Competency-Based Job Profile. Suzy M. Barker Office of Personnel Management Washington, D.C. IT Occupational Study: The IT Job Profile. Compensation. Selection. Training & Development. Succession Planning. Competencies. Career Planning. Organizational

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information technology competency based job profile

Information TechnologyCompetency-Based Job Profile

Suzy M. Barker

Office of Personnel Management

Washington, D.C.

slide2

IT Occupational Study: The IT Job Profile

Compensation

Selection

Training &

Development

Succession

Planning

Competencies

Career

Planning

Organizational

Alignment

Performance

Appraisal

Classification

slide3

Goals of the Competency-Based Approach

Strengthen Federal Government’s Ability to Recruit and Retain a Skilled IT Work Force

Modernize HR Tools

Apply New Approaches

Reflect Best Practices

Provide Greater Flexibility

slide4

Definition of Competencyan observable, measurable pattern of skills, knowledge, abilities, behaviors & other characteristics that an individual needs to perform work roles or occupational functions successfully

  • Observable
  • Measurable
  • Pattern
examples of competencies
General Competencies

Oral Communication

Decision Making

Problem Solving

Customer Service

Writing

Technical Competencies

Infrastructure Design

Operations Support

Network Management

Systems Integration

Information Security/Network Security

Examples of Competencies
slide6

Example: Operations Support

  • Knowledge of procedures to troubleshoot, recover, adjust, modify, and improve systems to ensure production or delivery of products and services, including tools and mechanisms for distributing new or enhanced software.
slide8

Information Technology Specialty Titles

  • Software Engineering, Applications
  • Software Engineering, Systems Software
  • Systems Administration
  • Systems Analysis
  • Web Development
  • General
  • Communication and Network Services
  • Customer Support
  • Data Management
  • Information Systems Security
  • Policy, Planning, and Management
slide9

Defining Today’s Jobs

Old Method

New Method

  • Knowledge, skills, abilities
  • Jobs are defined as bundle of tasks
  • Employees perform strictly definable tasks
  • Competencies
  • Jobs are defined by competencies
  • Jobs are flexible
slide10

Qualification Standards

Oldvs.New

  • Time Served
  • Occupation-specific
  • Minimal requirements
  • Limited assessment options
  • Limits career mobility
  • Paper-based, hard to use
  • Whole person competency-based approach
  • Optimal profile
  • More assessment

options

  • Encourages career mobility
  • Computer based, Internet access
competency based approach advantages

COMPENSATION AND

PERFORMANCE

Competency Based Approach-Advantages

  • Simplified classification
  • Highlights competencies needed to succeed=Validated foundation for quality hires
  • Provides ability to “raise the bar”
  • Improved assessment methods
  • Links recruitment and the job offer
slide12

JOB PROFILE

Competency Based Approach-

Advantages

  • Identifies optimal candidate
  • Links development & training to sustained high performance
  • Provides valid foundation for recruitment, selection and training
  • Supports retention of high quality workforce
slide13

RECRUITMENT

Competency Based Approach-

Advantages

  • Recruitment drives assessment option for selection to be based on competencies not time
  • Links recruitment and the job offer to improve quality of hire
slide14

IT Assessment Options

Available Now

Competency Benchmarks:

Behaviorally-based Performance

Dimensions

Structured Interview:

Modular format covering

21 general and 22 technical competencies

Objective Assessment:

Web-based, technical assessment

Computer Assisted Interview:

Web-based structured interview

Other Options

Assessment Center:

Web-based simulation

Work Sample:

Web-based, performance

assessment

Online Portfolio:

Virtual data center of

certifications, publications, work samples

Interest Inventory:

Match interests to occupations

web based assessment
Web-Based Assessment
  • Cutting-edge assessment tool
  • Allows for online application, interviewing, and testing
  • Modular format; can administer one component, two components or all three
  • Administered in a non-secure environment, e.g., home, library, school
  • Provides agencies many flexibilities
participating agencies

Participating Agencies

State Department *

Office of Personnel Management *

Justice Department

U.S. Department of Agriculture *

Navy *

Labor Department/Bureau of Labor Statistics

Department of Treasury (Mint) *

Pension Benefit Guaranty Corporation

Veterans Affairs

General Services Administration

National Aeronautics and Space Administration

* Have hired under the competency-based approach

the it evaluation purpose
The IT Evaluation Purpose:

To evaluate:

  • The strengths of the approach
  • Areas that need improvement
  • Quality of hires
  • Diversity
  • Satisfaction with entire process
evaluation
Evaluation
  • Information will be collected from Agency Coordinators, HR Staff, Managers and Supervisors, new hires and/or incumbents.
  • Exit interviews with pilot agencies
  • Evaluation and analysis of data
slide19

IT Competency-Based Evaluation - Highlights and Status

  • Competency-Based Job Profile Pilot ends
  • Evaluation interviews begin
  • Interviews completed
  • Begin evaluation and analysis of data
  • Draft of evaluation with recommendations
  • Write final evaluation report
  • Final results released with OPM’s decision

July-August 2001

September 2001

November-December 2001

January-February 2002