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Judging Competencies in the Workplace

Linda Steedman, MD eCom Scotland Ltd

ePortfolio Scotland 2010

10th September 2010

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Key influencers:

•Changes to Directors Liability – Company Law

• Availability of National Occupational Standards

• Acceptance of on-the-job training & APL

Commercial reasons for adopting e-Portfolio systems

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Strategies operated:

•To record in-company training

•Continuous Professional Development

• Recording Accredited Prior Learning

• Talent Management

Types of e-Portfolio systems

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Knowledge and Skills development

•Coaching and mentoring

•Assessment and review

• Evidence record of on-the job training

Work-based learning WBL

Talent Management ?

External and Internal to the organisation

• Leadership development

• Skills management

• Performance management

• Talent and workforce gap analysis

• Succession planning

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Employers competency needs

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Main Objectives:

•Company wide view

•Employee manages own records

•Real-time reporting

About Mines Rescue Service

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Typical employee record

Employees evidence pool

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Status levels, evidence types and icons used

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Witness Statement

On-the -job Training

Formal Training Course

Observation

Note

eLearning

Uploaded File icon.

If the folder icon is coloured this means evidence

of this type has been associated to the task.

When folder the icon is greyed out,

there is no evidence associated.

.

Competent In Development Not Started Not applicable Not Competent

Judging competency

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Typical Assessor features

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Undertaking reviews

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Associating evidence to a Competency

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Assessor checking training records during review

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Assessor / manager – approving work locations

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Managing competency

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Typical Manager options

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Snapshot view of Team competency

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Organisation overview

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Typical report on Essential Training

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Matrix analysis of Training Attainment

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Competency Made EasyMeeting compliance with regulators has become an onerous task for many large employers.

SkillsLocker was developed along with industry partners to make this compliance easy to manage.

In-depth analysis of the task was undertaken and iterative development methodologies applied to produce definable roles, reduce administration and build in flexibility..

Questions and Answers