20/20's Consulting Team use internationally recognised Project Management Competency Frameworks to assess members of your Project Management Community against international standards, providing a wealth of useful individual, team and organisational data.
Competency Assessments use a competency framework which is a model that broadly defines the blueprint for excellent performance within an organisation or sector.
Our highly experienced consultancy team at 20/20 can build Bespoke Competence Framework which enables them to establish the training paths that individuals need to /or may need to take within your organisation. We have developed assessment tools which provides a robust, holistic and clear set of standards.
They can measure professional project management against different competencies (Behavioural and contextualised) of projects, programmes and portfolios. 20/20 also use a tool which can help verify the experience and competency of potential recruits. (Pre- employment assessments). These Competence Assessments are specifically tailored to the needs, goals and pressures of individual organizations and their particular projects.
Generally, the framework will consist of a number of competencies, which can be generically applied to a broad number of roles within the organisation. Each of these competencies is then defined in a way that makes them relevant to the organisation, using a language which is clear enough to ensure that everyone has a common understanding of what excellent job behaviour looks like within the generic context.
This common understanding then becomes the benchmark against which the performance of an individual, team, project or even entire organisation can be assessed. Competencies are the important behavioural dimensions which organisations want to assess in order to identify and develop their people.Using the APM Framework
The competence assessment process is structured as follows:
- The candidate receives the assessment pack and assesses themselves using clear instructions (if desired, group briefings can be arranged, although these are not usually necessary)
- The assessment and a CV is then sent to the assessor who evaluates the candidate assessment vs a selected role profile (either existing role profiles, or using the APM’s 14 best practice role profiles)
- The candidate’s own competence assessment is then compared by the assessor against the competence levels of the relevant role profile.
- Following the assessment, the candidate is interviewed to confirm understanding of what the competence meant as well as understanding of definition of complexity. During the interview, the supporting evidence statements are discussed and any changes to the assessment are noted.
This leads to two evaluations:
- Using the candidate’s revised assessment (after interview assessment), identify the gaps against the current role profile. This leads to what competencies the candidate needs support to be close to the selected role profile
- Selecting the next higher role profile and what competences need to be addressed.
With the results of the comparisons, then a short term (current role profile) and a long term (next higher role profile) candidate’s development plan can be developed.
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:
Using the candidate’s revised assessment of the competence levels for Knowledge and Application (1 – 5), and comparing them against APM’s defined competence levels for the role, the gap is assessed in two levels:
- Top up Required – Application/Knowledge – This means there is a small gap between APM’s profile and the candidate’s assessment
- Gap identified – Application/Knowledge – This means there is a bigger gap between APM’s profile and the candidate’s assessment
The purpose of the validation interview are to ascertain a suitable level of confidence in the delegate scoring as well as confirming an understanding of what each competence means. The validation interviews focus the discussion around project management best practice and asking for examples to demonstrate understanding in both knowledge and application. This can result in scores increasing and/or decreasing across the individual scoring.
The enhanced Competence Framework seeks to assess the levels of knowledge and application of individuals specifically with regard to project management, to identify their own learning and development needs and reveal the team needs as a whole.
Based on all the data collected it is straight forward to produce a report and team or overall group level showing where the team/group sits against the national standard. An example radar diagram is shown below:
This data provides a benchmark for individuals, teams and the organisation as a whole, against which targeted development plans can be created, saving significant costs against ‘sheep dip’ programs and miss-targeted development interventions. PMI and Bespoke Frameworks
20/20 Consulting team also use the Project Management Institute (PMI)’s Competency Framework) where it is more relevant to the organisation, or where it is being used to design training interventions based on the PMI’s accreditation framework.