Specifying Job and Role Competencies
Written by Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Copyright 1997-2008.
Adapted from the Field
Guide to Leadership and Supervision.
Sections of This Topic Include:
Introduction -- What Are Competencies? (and jobs, tasks, roles, etc.)Developing Competencies Lists
Various Competencies Lists
Introduction -- What Are Competencies? (and jobs, tasks, roles, etc.)
First, let's look at some terms. A job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles. A task is a typically defined as a unit of work, that is, a set of activities needed to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. Note that a role is the set of responsibilities or expected results associated with a job. A job usually includes several roles.Typically, competencies are general descriptions of the abilities needed to perform a role in the organization. Competencies are described in terms such that they can be measured. It's useful to compare competencies to job descriptions. Job descriptions typically list the tasks or functions and responsibilities for a role, whereas competencies list the abilities needed to conduct those tasks or functions. Consequently, competencies are often used as a basis for training by converting competencies to learning objectives. See examples of competencies below. Compare them to job descriptions. As with job descriptions, there are those who have strong cautions about the use of competencies. See the last article, "Competency-Based Education and Training".
Note that some experts assert that competencies should define the abilities for someone to excel in a certain role, that is, meet high performance standards, whereas other experts assert that competencies should define the abilities to adequately perform the role.
Basics and Developing Competencies Lists
Basic Advice About Planning Your ResearchDeveloping Competencies
Assessing Competencies ("initiative" is detailed here)
Various Competencies Lists
Another Sample CompetencyNational Occupational Competency Testing Institute (NOCTI)
Standard Industrial Classifications (SIC) Index
U.S. Office of Personnel Management General Schedule Position Classification Standards
Competency Maps - Mid Management
Wholistic Competency Profile
For the Category of Human Resources:
Related Library Topics
Recommended Books
For-Profit
Field
Guide to Leadership and Supervision in Business
- by Carter McNamara, published by Authenticity Consulting, LLC. Provides step-by-step, highly practical guidelines to recruit and retain the best employees for your business. Research shows that employee turnover is often the result of poor supervision -- this book shows you how to supervise employees so that the needs of both the business and its emplyees are always being met. Includes tips and tools to effectively lead yourself, other individuals, groups and organizations. Also includes guidelines to avoid burnout -- a very common problem, especially among employees of small businesses.
The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just hover your cursor over the image of the book. A "bubble" of information will be displayed. You can click on the title of the book in that bubble to get more information, too.
Nonprofit
Field
Guide to Leadership and Supervision With Nonprofit Staff
- by Carter McNamara, published by Authenticity Consulting, LLC. Provides step-by-step, highly practical guidelines to recruit and retain the best staff members for your nonprofit. Includes guidelines to effectively lead yourself (as a Board member or a staff member), other individuals, groups and the nonprofit organizations. Includes guidelines to avoid burnout -- a very common problem among nonprofit staff. Explains how to cultivate a strong relationship between the Board and Execuive Director. This book is customized to nature and needs of nonprofits having extremely limited resources.
The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just hover your cursor over the image of the book. A "bubble" of information will be displayed. You can click on the title of the book in that bubble to get more information, too.
Also See
Personal Development -- Recommended Books
Personal Productivity -- Recommended Books
Personal Wellness -- Recommended Books
Supervision -- Recommended Books
Training and Development -- Recommended Books
