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Competencies and Career Development

National Institutes of HealthHuman Capital Group. 2. Objectives. By the end of this presentation, you should be able to:Define competenciesUnderstand how competencies can help in your career developmentCreate an Individual Development Plan. National Institutes of HealthHuman Capital Group. 3. W

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Competencies and Career Development

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

    2. National Institutes of Health Human Capital Group 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

    3. 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

    4. 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

    5. 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?

    6. National Institutes of Health Human Capital Group 6 Sample IDP

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

    8. 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

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

    10. National Institutes of Health Human Capital Group 10

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