The APM Competence Framework
- The Competency Assessment process is structured as follows:
- Receive the assessment pack and use the instructions to complete the self-assessment
- Assessment and a CV is sent to the assessor who evaluates the candidate assessment against the selected role profile
- The candidate’s Competency Assessment is compared by the assessor against the competence levels of the role profile
- Candidate is interviewed to confirm understanding of what the competence meant
This leads to two evaluations:
- Using the candidate’s revised assessment (after interview assessment), identify the gaps against the current role profile
- Selecting the next higher role profile and what competences need to be addressed
In the case where the candidate’s competence level meets the role profile competence requirements, then there is no short-term development needed. The focus is then on the long-term development plan and how to get the candidate to the higher role profile.
The gap in competences is presented based on the following:
- Top up Required – This means there is a small gap between APM’s profile and the candidate’s assessment
- Gap Identified – This means there is a bigger gap between APM’s profile and the candidate’s assessment
20/20 also use the Project Management Institute (PMI) Competency Framework where it is more relevant to your organisation, or where it is being used to design training interventions based on the PMI’s accreditation framework.
