A Competence Framework measures employee competence in the field of Project Management to define the current levels of knowledge and experience. Where necessary it will also identify potential training needs. This will help to ensure that should training be required, the courses delivered are entirely appropriate to every person and team.
At 20|20 Business Insight, we can apply tools from the APM, the PMI or we can design a completely bespoke framework based solely on your needs. Using the APM Competency Framework as an example, it provides a robust, holistic and clear set of standards along with a comprehensive assessment method for measuring personnel against the APM’s 47 individual competencies needed for effective project management.
Significant benefits can be derived from the use of an approved competence framework, both for individuals and the organisation employing them.
From the perspective of the individual, the framework:
- ensures a common understanding of the competences required of them
- enables an assessment against a framework aligned with an agreed international standard
- helps the identification of areas for development
- judges the readiness for attainment of professional qualifications
From the perspective of the organisation, the framework:
- enables a judgement to be made regarding the project management competence of employees at all levels, assessed against an internationally agreed framework
- enables identification of strengths and weaknesses
- enables the identification of corporate training and development needs
The APM Competence Framework seeks to assess the levels of knowledge and experience of individuals specifically with regard to Project Management, to identify their own learning and development needs and reveal the team needs as a whole.
Developing a Competence Framework should not be viewed as a threat by individuals. Sometimes, human nature dictates that having a weakness highlighted is not ideal. In this case though, it is quite the opposite. The Competence Framework identifies areas where training and learning could help and in fact gives an individual opportunities to improve and develop. The framework does not measure performance. It does not measure quality, quantity or any other targets or objectives the individual may have.
Once the initial assessments have been returned and processed, 20|20 conduct Validation Interviews. The purpose of these is to ascertain a suitable level of confidence in the delegate scoring. During the preparation stages, the results are reaffirmed by checking particular indicators which double-dip an cross-over. The Validation Interviews focus the discussion around project management best-practice and this can result in scores increasing and decreasing across the group.
The wide benefits of conducting Competence Frameworks:
- Having a matrix of capabilities that gives a clear understanding of your organisation’s strengths and weaknesses
- Gaining an understanding of your people’s knowledge and experience in a project environment
- Developing a baseline against best-practice personal and team development and the resulting improvement pathway
- The ability to conduct Pre-Employment Assessments to ensure the quality of your new hires
- Having the ability to assess against specific qualification levels and organisational job roles