Competency Based Assessments 

Competency based assessment tools are used to assess an individual’s demonstrated, true or acquired competence. The exercises are customised to reflect the real work environment and are directly related to required outputs. Simulated exercises include typical problems experienced in the workplace and tasks vary in level of complexity.

Our approach follows a 4-phase model:

Phase 1: Job Analysis with resulting Job Competency Profile

During this phase, stakeholders related to the position are gathered as a focus group. The group follows a structured process where job relevant competencies are defined, discussed and prioritised. The session culminates in a competency profile, indicating the essential and desired competencies for the position in question. The resulting report contains information relating to: the purpose of the role, job objectives, job specific requirements, competency requirements, and competency definitions.

Phase 2: Behavioural Assessment

This level is used to assess the overall compatibility of each individual to the identified competencies, and is conducted through determining the individual’s personality profile. The resulting profile is then matched against the job profile as determined in phase 1. Various instruments may be used at this level, and the selection is driven by client requirements.

Phase 3: Skills Assessment

The focus of this level is on the skill sets required for the position. Previously determined competencies enable the derivation of a defined skills matrix, which is used to guide the structure of the assessment. This includes both a behavioural and knowledge based component.  Individual submission of a Portfolio of Evidence completes the skills assessment process, with all candidates receiving feedback on their results and identified development areas.

Phase 4: Personal Development Planning

In this phase each candidate receives a Personal Development Plan (PDP) highlighting all areas of development as identified during the behavioural and skills assessment, with recommended development activities for each identified development need.  As a requirement to complete this phase, both the individual and their relevant manager co-create and agree to an action plan, designed to address the developmental needs of the PDP.