Competency Job Profiles

Why Use a COMPETENCY JOB PROFILE?

• For Organisations
• For the Individual
• For the Industry

Why use a Competency Job Profile?      [return to menu]   
       
                                                                        Example Scenario

For the organisation these generic Competency Job Profiles provide a quick start to deciding the specific knowledge, skills and attributes needed to perform all the organisation’s work efficiently and effectively. These Competency Job Profiles can be adapted to match your organisation’s specific needs by removing and adding Units of Competency.

The Competency Job Profiles contain key Units of Competency, which are common across a number of jobs, and specific Units of Competency for each job. This provides a common language and common way of understanding the work performed. It also helps an organisation focus on the importance of employees as a fundamental basis for successful delivery of quality service to people with a disability.

Rewriting your position descriptions using the Competency framework will assist managers and administrators to identify learning and training needs, streamline recruitment activities and undertake succession planning with confidence. Consistency of language and common tasks within the organisation’s jobs will enable increased efficiency and effectiveness across the organisation’s Human Resource activities.

Using Competency Job Profiles can reduce workloads. Once you have decided which specific competencies are needed to successfully undertake each Job, you can use this list to help you with a range of employee management tasks.

This includes

• Recruitment and selection processes,
• Induction,
• Career and succession planning,
• Individual training and learning needs assessment,
• Guiding and supporting work performance, and
• Planning development, learning and training opportunities for the organisation.

Go to Organisational Benefits of a Competency Based Approach for a further discussion.

Why use a Competency Job Profile?        [return to menu]

For the individual employee a Competency Job Profile provides clarity about the roles and responsibilities of your job. It also makes clear the roles and responsibilities of other jobs in the organisation. You can use a Competency Job Profile to:

• Assess your own level of competency in your current job,
• Guide you in how to handle certain situations at work,
• Identify what training or learning you think you may need to do your job well,
• Identify what areas you know really well and in which you can offer mentoring and support to new staff,
• Work towards nationally recognised qualifications, and
• Identify what Competencies you may need to learn to gain a promotion.

Why use a Competency Job Profile?       [return to menu]

For the Disability Community Service Organisation (CSO) industry the widespread use of Competency Job Profiles will:

• Assist staff to move between different organisations because their skills and qualifications will be more easily recognised,
• Allow staff to continue to build professionally recognised skills and qualifications even when they move to a different type of organisation within the disability sector,
• Assist trainers and learning providers to customise training to the context and work practises of the community disability sector, and
• Reduce the turnover of staff, as a result of more effective recruitment, training and performance management. This will reduce costs associated with high staff turnover. Accepted evidence demonstrates that the cost of replacing an employee is between 75% and 150% of that employee’s annual salary.

National Training Packages integrate national competency standards, qualifications and assessment guidelines. This creates a single recognisable framework of skills and qualifications. When organisations use Units of Competency internally as part of their human resources management framework they link their employees to the nationally recognised framework of training and skills assessment.