Competency Model

Vision

The Competency Model is a module of iHRIS Manage that enables employers to assess employee's competencies in various skills. A competency is a skill performed to a specific standard under specific conditions. The competency model is the set of competencies that together define successful performance in that work environment. Competencies can be assessed upon hiring, and employees can update skills through in-service training. The Competency Model will enable the employer to ensure that the person holding a particular job is qualified to do that job, but not overqualified and not doing work that someone else could be doing more effectively. The Competency Model should be simple, useful and reflect real-world models, and should not be overwhelming for an HR department in a Ministry of Health or similar organization to manage.

Structure

Competency models are typically composed of three levels:

• A broad category of basic skills
• Several more targeted subcategories
• Specific skills

For example:

Broad category: Reproductive health Subcategory: Family planning Skill: Oral contraceptives

For each skill, the following questions would be asked of the employee:

1. Is the employee trained in the skill? [yes/no]
2. Has the employee been assessed competent? [yes/no]
3. Has the employee been certified? [yes/no]

Notes

• Comptencies should be standardized, uniformed and validated.
• Certification is equivalent to being assessed competent. An employee may produce a certificate to prove certification.
• African countries typically use Yes/No to assess competency rather than a scale.
• Once an employee is assessed as competent, typically that person is considered competent until assessed incompetent.

High-level Goals

• Create and update the organization's competency model.
• Assess competencies of an employee upon hiring and re-assess competencies annually.
• Compare assessed competencies to the requirements of the position and generate a gap report.
• Match employees with specific competencies to open positions requiring those skills.
• Generate a skills inventory for the organization.

Specific Use Cases

Use cases are being written and evaluated. They will be posted after that process is complete.

1. Add or update main competency categories. -- The HR Manager adds or updates a new major (highest level) competency category.
2. Add or update competency subcategories. -- The HR Manager updates a list of competency subcategories that are organized underneath a main competency category.
3. Add or update competencies. -- The HR Manager updates the list of competencies that can be selected in the system and links them to competency categories.
4. Generate a competency model. -- The HR Manager generates a competency model for the organization.
5. Assess an employee's competencies. -- HR Staff adds to or updates the list of competencies obtained by an employee or trainer.
6. Create a competency gap report. -- HR Staff generates a report to compare the competencies required by a job to the competencies of the employee holding the job.
7. Search for employee qualifications. -- The Executive Manager searches for employees with matching competencies to fulfill a human resource need.
8. Create an organizational competency inventory. -- The Executive Manager generates an inventory of competencies held by employees of the organization.

Also, the Create a Job use case has been modified to link required competencies to specific jobs.

Other Suggested Reports

• Who is incompetent?
• Has a competency been assessed? When was it last assessed?

Affected Systems

• Pilot is for Tanzania implementation of iRHIS Manage.
• Implement in IntraHealth iHRIS Manage by June 30, 2008
• Planned for inclusion in version 3.0 core release/upgrade of iHRIS Manage.

Sources

• Bangladesh NSDP HRIS includes a comprehensive competency model to assess competencies in training that has been field-tested.
• CBT is JHPIEGO's competency model.
• IntraHealth technical staff expertise.