MOVING TOWARDS COMPETENT WORK FORCE
MOVING TOWARDS COMPETENT WORK FORCE
AND FINANCIAL INCENTIVES
1 What is a competency?
(a) Competencies are the skills, knowledge and work ethics required to perform the job to a specific standard under particular conditions for each position . Competencies result from breaking down a job or role into the specific and observable skills that are needed to do it well.
(b) The UKs National Council for Vocational Qualifications describes A competency is the ability to perform those activities within an activities within an occupation or function to the standard expected in employment. occupation or function to the
( c) In essence, competencies describe what people need to be able to do in their particular job. If they cannot do it, should they be in that job? This is where competency based training is needed.
2 Stage One: Competency assessment
(a) Assessing present competencies to have clear understanding what skills are required for each position. Using the same for future recruitment's
(b) Modifying and Updating competences for present skill force. The system department will identify and explain the context of assessment. They will Plan evidence gathering opportunities (with supervisor if both assessor and technical specialist will be involved) . Organize assessment and then gather evidence .. Make the assessment decision on each team member . Record assessment results. Provide feedback to person(s) being assessed . Report on the conduct of the assessment.
(c) Formalizing the assessment methods and the training modules that will be structured to enable employees to obtain the required competencies within agreed timetable and annual training plan.
(d) Assessment by system department : Identify the criteria Use expertise (or use technical specialist) to make judgments Ensure that standards have been met. Ensure that evidence of competency is sufficient.
(e) The achievements of present competencies will be recorded in a combination of ‘hard copy’ (Personal Dossier). certificates’ of Competency will be issued
(f) A database and/or computer software system will reflect competencies required for the position and competencies held by the occupant. The database and/or computer software will also reflect the training needs of the position occupant.
3 Stage two : The outcomes of the assessment process may include: -
(a) Decisions about progression within a Salary Grade, Decisions about training and development needs, and action planning, Design/redesign of work and jobs, Revised Team Position Descriptions, Competency Summaries and assessment records.
(b) If a candidate is judged as ‘Not Yet Competent’, a minimum period of three weeks must elapse before requesting another assessment.
(c) After two unsuccessful assessments for the same competency, the candidate will receive counseling from their Manager with the view to identifying an alternative training or career path or seeking advice outside the Department.
4. Stage Three : Competent Training.
(a) Conventional training courses are designed to achieve a series of learning objectives that will be met (or not met) within a given timeframe usually this is by the end of the course. The objectives are based on an often broad assessment of learning needs. Learning is then measured against these objectives and tested during the course. At the end of the training, participants might receive a certificate of attendance and complete an action plan for further learning and development.
(b) Competency based training is more rigorous and more flexible. Rigorous because the emphasis is on performance not on the recall of knowledge; flexible because competencies are independent of the learning process and can, therefore, be achieved through any mode. Learning is self-paced.
( c) For example, participants will enter the training already competent in certain areas. These can be demonstrated and assessed before or during the training and the participant will focus on what he or she needs to learn. At the end of the training, new competencies are recorded. There is no reference to scores, grades or a failure to achieve. Only what has been attained is noted.
5 Method of Progression. A team will have four categories Grade 1 as team leader, Grade2 the second in command, Grade 3 technician and Fresher
(a) Fresher Level: It will be at recruitment level including existing employees as fresher with demonstration of existing competences to be verified within 3 months. Induction will be conducted for one to three weeks to complete HR and fin formalities and also orientation to the technical work required as one of the helper in a team of four.
(b) Progression to Grade 3: Training will be made available to progress to next level ie Grade 3 Technician. Training will include basic skills , tools usage , safety norms, company standard procedures. His confirmation to Grade 3 will be verified by board of officer for exams where he will demonstrate the capabilities of fresher and also the progression to Grade 3
( c) Progression to Grade 2: It will be more advanced required to demonstrate level of responsibility and work skills capability required to demonstrate at this level . Progression to Level Two is subject to demonstrating a 100% of the competencies
required for the previous levels and those competencies pre determined for progression
for Level Two.
(d) Progression to Team Leader as Grade 1 :It will be the highest level for knowledge and skills . Progression to Level Three is subject to demonstrating a 100% of the competencies required for the previous levels and those competencies pre determined for progression for Level Three.
6. Financial Implication for each level : Current employees will progress through the Salary Levels within the Grade determined for the position through the normal competency assessment process.
(a) The objectives of the Salary Financial Administration System are:
(i) Equity - to ensure internal relativity's between jobs are fair and equitable;
(ii) Ease of Administration – the system is simple to communicate and administer;
(iii) Affordability - reflects company’s capacity to pay;
(iv) Reward - the salary administration system will reward and encourage improvements in performance via a documented reward system;(Refer Reward System)
(v) Competency Recognition - the salary administration system will provide a system of recognition of competencies used and applied;
(b) Salary Structure for Existing Employees: An employee shall be paid the salary system rate of pay that recognizes the skills the employee is required to apply on the job We will discuss only for technician grade. There are 3 Salary Levels beyond Entry Level in each Grade.
(i) For this year appraisal , Level One is calculated by increasing the Entry Level by 5%; Level Two is calculated by increasing the Entry Level by 7%; and Level Three is calculated by increasing the Entry Level by 10.5%.
(ii) In the adopted Salary Structure the Entry Levels have been determined so that each Grade is equal to or exceeds the Award minimum level.
(iii) Each position has been evaluated to determine the appropriate Salary Grade.
Positions and the numbers of those positions will be determined within affordable limits and priorities as set out in Company’s annual budget.
(c) New Employees will be recruited at a salary range for the Grade at which the job has been evaluated. It is intended that new employees will commence at the Entry Level for their Grade. However, it may be necessary from time to time to pay above Entry Level due to demonstrated competencies, in such cases the approval of the
General Manager is required.
7 Progression between the Salary Levels for the position will be dependent upon the outcome of the competency assessment, which involves:
(i) An Assessment of the Acquisition of the Competencies required for the Position,
An employee will be assessed as being either: Competent - has the skills; or Not Yet Competent - requires further training; in relation to the competencies defined in the Team Position Description and Position Competencies.
(ii) An Assessment of the Application of the competencies required for the Position,
An employee will be assessed as either: Meeting the agreed standards, or Not meeting the agreed standards; In relation to the assessment criteria defined in the Team Position Description and Position Competencies
8 Copies of the Salary Administration System shall be published by Operation team HR section and made available to all employees. The published document shall contain copies of the current salary structure and the progressions rules. Each individual shall be provided with a copy of their Team Position Description Position Competencies.
9 The Salary Administration System and the progressions rules shall be reviewed on a biennial basis to ensure they continue to support and reward the skill development process within Council and the increased effectiveness of Council’s operations.
10 Present Occupants Only
(a) Present Occupant Only or POOs is a term given to employees who currently hold a job in company for which they receive a monthly amount above the level of competencies for which they have attained for that particular position.
(b) Because of the additional amount they receive for that job they are termed “Present Occupants Only”. The extra amount they receive is related to the individual employees themselves and is not related to the job. Meaning when that person leaves that job, the new person to take on the position commences on the Entry Level rate of pay and progress through the levels is by the normal assessment process.
( c) There are four categories of Present Occupants Only:(i) Positions Affected by Structural Change:
(aa) Position correctly graded but subject to assessment, the employee’s present rate of pay exceeds some levels for that grade.
(ii) Position correctly graded but the employee’s present rate of pay will always exceed all pay levels for that grade.
(iii) Redeployment. Positions Affected for Other Reasons:
(d) POOs are evaluated, graded and assessed through Company Salary Administration System, Competency assessment increases are calculated on the Entry Level rates for all employees. In general for POOs their monthly pay does not increase until the competency assessment increase is more than the above Award amount they are receiving (catering for pre-existing anomalies).
Next post we will discuss stages of competency training
