Competency Matrix Ppt
-
Upload
andruta1978 -
Category
Documents
-
view
2 -
download
0
description
Transcript of Competency Matrix Ppt
SKILLS MATRICES(CONCISE & EASY - TO - USE
COMPETENCY FRAMEWORKS)
Alan Speed MSc, MCMI, PMPManagement Improvements Ltd
Tel 020 8660 [email protected]
www.managementimprovements.co.uk
CIPD Event Presentation on 10 January 2013
WHAT ARE COMPETENCIES ?
The Knowledge, Skills, Behaviours & Qualificationsthat Enable a Person
to Perform a Job Role to the Required Standards
3 TYPES OF COMPETENCIES
1. Input / Technical Competencies
2. Behavioural Competencies3. Output / Results Competencies
INPUT COMPETENCIES
That which a Person brings to a Job, e.g.
• Knowledge• Technical Skills• Age, Health & Formal Qualifications• Interpersonal Skills• Attitudes, Beliefs & Values
BEHAVIOURAL COMPETENCIES
How a Job Holder behaves at work, e.g.
• Honesty• Team Player
• Conscientious• Friendly Nature
• Customer-Focused
OUTPUT / RESULTS COMPETENCIES
Achievements of a Job Holder :• Quantity of Work Produced • Quality of Work• Sales Revenues• Debts Recovered
COMPETENCY FRAMEWORKS
Sets of Competencies required for success :
• Organisation-Wide (Core Competencies)
• Department Specific (e.g. Human Resources)
• Job or Role Specific (e.g. Payroll Clerk)
DEVELOPING COMPETENCY FRAMEWORKS
• Business Plan Analysis
• Job & Task Analysis
• Behavioural Interviews
• Observe Highly Effective Performers
• Use “Off-the-Shelf” Frameworks - (e.g. NVQs, National Occupational Standards, MCI, etc.)
• Representative Group Consultation & Involvement using “METAPLAN” techniques.
COMMON PROBLEMS WITH COMPETENCY FRAMEWORKS
Too Lengthy
Unclear Language
Not User-Friendly
Ignore Technical Competencies
Not Understood
Not - Used
A REAL EXAMPLE OF A SMALL PART OF ONE ORGANISATION’S COMPETENCY FRAMEWORK
Would your people ever use something this complex & verbose ?
SKILLS MATRICES - DESIGN & BENEFITS
Excel Worksheets are used to Clearly & Concisely show :1. The Sets of Knowledge & Skills (Competencies) required within a
Successful Branch, Section or Department
2. Existing Levels of Knowledge & Skills (Competencies) of Each Member of Staff in that Branch, Section or Department
3. Knowledge & Skill Gaps
4. Staff Flexibility
5. Training & Development Needs of Each Member of Staff
6. Knowledge & Skills Required by New Staff (at Time of Recruitment)
7. Results of Training & Development Efforts & Initiatives
A BLANK SKILLS MATRIXMEMBERS OF STAFF
Skill Area 1 Skill Area 2 Skill Area 3 Skill Area 4 Skill Area 5REMARKS
A
B
C
D
E
F
G
H
I
J
Existing No. of Skilled* Staff *Staff at Levels 2 & 3
Ideal No. of Skilled* Staff *Staff at Levels 2 & 3
Skill Shortages
OUR FIRST REAL SKILLS MATRIXFor a Trade Finance Marketing Department of a Bank in London
MEMBERS OF STAFF Product Knowledge Market Knowledge (Country/Commodity)
Risk Assess-
ment
Structuring & Pricing
Transactions
Preparing Documentation Computer Skills Selling Skills
Let
ters
of C
redi
t G
uara
ntee
s/B
onds
For
faiti
ng R
ecei
vabl
es F
inan
ce S
tock
Fin
ance
Stru
ctur
ed T
rade
Fin
ance
Cou
ntry
A C
ount
ry B
Cou
ntry
C
Oil
LM
E M
etal
s S
oft C
omm
oditi
es
Cre
dit R
isk
Tra
de F
inan
ce R
isk
Stru
ctur
ing
Pric
ing
Pre
parin
g C
redi
t App
licat
ions
Let
ters
of C
redi
t G
uara
ntes
s/B
onds
For
faiti
ng R
ecei
vabl
es F
inan
ce S
tock
Fin
ance
Stru
ctur
ed T
rade
Fin
ance
IBIS
MS
Wor
d M
S P
ower
Poi
nt M
S Ex
cel
Pro
spec
ting
Con
tact
ing
Iden
tifyi
ng N
eeds
Pre
sent
ing
Clo
sing
Neg
otia
ting
Fol
low
-up
Susan Smith 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 2 3 2 1 1 2 1 0 0 0 2
Henry Roberts 3 1 2 2 2 1 1 0 0 0 0 0 2 2 2 2 2 2 1 1 2 1 1 2 2 1 2 2 2 2 2 2 2 2
Helen Sharman 3 3 3 3 3 2 2 1 1 1 1 1 3 3 2 3 3 3 2 2 2 2 2 1 2 0 2 3 3 3 2 2 2 3
Ali Farhan 2 1 1 1 0 1 3 0 2 2 2 2 2 2 1 1 2 2 1 0 1 0 1 0 2 0 1 2 2 2 2 2 1 2
David Frost 2 2 1 3 3 3 0 2 0 2 0 3 2 3 3 2 2 2 3 1 3 3 3 1 2 0 2 3 3 3 3 2 1 3
Michael Davies 2 1 1 0 0 0 0 0 2 0 0 0 1 1 1 0 0 2 1 0 0 0 0 0 2 3 3 2 2 2 2 0 0 1
Joanna May 2 2 1 3 2 2 1 1 1 0 1 1 3 3 2 1 2 2 2 1 2 2 2 1 2 1 1 2 2 2 2 2 1 2
Stan Bennett 0 0 2 0 0 0 2 0 0 0 0 0 1 1 2 0 1 0 0 2 0 0 0 0 2 1 0 2 1 2 1 1 0 2
Existing No. of Skilled* Staff 6 3 3 4 4 3 3 1 2 2 1 2 5 5 5 3 5 6 3 2 4 3 3 2 8 2 4 7 7 7 6 5 2 7
Ideal No. of Skilled* Staff 6 6 6 6 6 6 4 2 3 2 2 2 7 7 7 7 7 6 6 6 6 6 6 2 8 3 8 7 8 8 7 7 7 7
Skill Shortages 3 3 2 2 3 1 1 1 1 2 2 2 4 2 4 4 3 3 3 1 4 1 1 1 2 5
H.R. DEPARTMENT SKILLS MATRIX Page 1MEMBERS OF STAFF XYZ
Knowledge Legal Knowledge H.R. Planning H.R. Policy Job Analysis
& EvaluationCompensation &
Benefits Recruitment & Selection
XYZ
Gro
up S
truct
ure
XYZ
Stra
tegy
& O
bjec
tives
XYZ
Pro
duct
s &
Ser
vice
sPe
rson
nel D
epar
tmen
t Pol
icie
s
U.K
. Em
ploy
men
t Law
(Gen
eral
)U
.K. M
ater
nity
& S
ickn
ess
Law
U.K
. Equ
al O
ppor
tuni
ties
Law
U,K
. Ind
ustri
al T
ribun
al P
roce
dure
sU
.K. C
ontra
ct L
awU
.K. H
ealth
& S
afet
y La
w
Man
pow
er P
lann
ing
Succ
essi
on P
lann
ing
Staf
f Ret
entio
n
H.R
. Pol
icy
Dev
elop
men
tH
.R. P
olic
y Im
plem
enta
tion
Staf
f Han
dboo
k P
repa
ratio
n &
Upd
atin
gH
.R. P
olic
y R
evie
w &
Eva
luat
ion
Job
Ana
lysi
sPr
epar
ing
Job
Des
crip
tions
Job
Eva
luat
ion
(Usi
ng H
AY S
yste
m)
Mar
ket C
onta
cts
& In
telli
genc
eD
esig
n &
Con
duct
Sal
ary
Sur
veys
Parti
cipa
te in
Sal
ary
Surv
eys
Sala
ry S
truct
ure
Des
ign
Bene
fits
Stru
ctur
e D
esig
n
Prep
arin
g Jo
b &
Per
son
Spec
ifica
tions
Rec
ruitm
ent M
arke
t Kno
wle
dge
Prep
arin
g R
ecru
itmen
t Cop
y / A
dver
tsIn
tern
al S
ourc
ing
of C
andi
date
sEx
tern
al S
ourc
ing
of C
andi
date
sIn
terv
iew
ing
Skill
sAp
titud
e &
Psy
chom
etric
Tes
ting
Sele
ctio
n Sk
ills
Vetti
ng /
Obt
aini
ng R
efer
ence
sIn
duct
ion
of N
ew S
taff
Rel
ated
Cor
resp
onde
nce
& D
ocum
enta
tion
ABCDEFGHIJExisting No. of Skilled* StaffIdeal No. of Skilled* StaffSkill Shortages
PREMISES DEPARTMENT SKILLS MATRIX Page 1MEMBERS OF STAFF XYZ
Knowledge Legal Knowledge H.R. Planning H.R. Policy Job Analysis
& EvaluationCompensation &
Benefits Recruitment & Selection
XY
Z G
roup
Stru
ctur
eX
YZ
Stra
tegy
& O
bjec
tives
XY
Z Pr
oduc
ts &
Ser
vice
sP
erso
nnel
Dep
artm
ent P
olic
ies
U.K
. Em
ploy
men
t Law
(Gen
eral
)U
.K. M
ater
nity
& S
ickn
ess
Law
U.K
. Equ
al O
ppor
tuni
ties
Law
U,K
. Ind
ustri
al T
ribun
al P
roce
dure
sU
.K. C
ontra
ct L
awU
.K. H
ealth
& S
afet
y La
w
Man
pow
er P
lann
ing
Suc
cess
ion
Pla
nnin
gS
taff
Ret
entio
n
H.R
. Pol
icy
Dev
elop
men
tH
.R. P
olic
y Im
plem
enta
tion
Sta
ff H
andb
ook
Prep
arat
ion
& U
pdat
ing
H.R
. Pol
icy
Rev
iew
& E
valu
atio
n
Job
Ana
lysi
sP
repa
ring
Job
Des
crip
tions
Job
Eva
luat
ion
(Usi
ng H
AY
Sys
tem
)
Mar
ket C
onta
cts
& In
telli
genc
eD
esig
n &
Con
duct
Sal
ary
Surv
eys
Par
ticip
ate
in S
alar
y S
urve
ysS
alar
y St
ruct
ure
Des
ign
Ben
efits
Stru
ctur
e D
esig
n
Pre
parin
g Jo
b &
Per
son
Spe
cific
atio
nsR
ecru
itmen
t Mar
ket K
now
ledg
eP
repa
ring
Rec
ruitm
ent C
opy
/ Adv
erts
Inte
rnal
Sou
rcin
g of
Can
dida
tes
Ext
erna
l Sou
rcin
g of
Can
dida
tes
Inte
rvie
win
g S
kills
Apt
itude
& P
sych
omet
ric T
estin
gS
elec
tion
Ski
llsV
ettin
g / O
btai
ning
Ref
eren
ces
Indu
ctio
n of
New
Sta
ffR
elat
ed C
orre
spon
denc
e &
Doc
umen
tatio
n
ABCDEFGHIJExisting No. of Skilled* StaffIdeal No. of Skilled* StaffSkill Shortages
SUSAN’S INDIVIDUAL SKILLS MATRIX
Inst
rum
ent P
urpo
se (f
or X
YZ
& C
/Par
ties)
Inst
rum
ent F
eatu
res
& Te
rmin
olog
y In
stru
men
t Pric
ing
& C
alcu
latio
ns M
arke
t Rul
es /
Cod
e of
Con
duct
Exc
hang
e R
ules
(inc
Mar
gin
Req
uire
men
ts)
Leg
al D
ocum
enta
tion
for t
his
Inst
rum
ent
Reg
ulat
ory
Req
uire
men
ts (F
SA,
etc
)
Mar
ket &
Cre
dit R
isks
of t
he In
stru
men
t A
ccou
ntin
g / B
ook-
Keep
ing
Entri
es In
stru
men
t Val
uatio
n &
Rev
alua
tion
Pro
fit &
Los
s Ve
rific
atio
n &
Rep
ortin
g
Agr
ee P
ositi
ons
with
Dea
lers
Set
-Up
Inst
rum
ent &
C/P
arty
Sta
tic D
ata
Tra
de E
ntry
/ D
ata
Cap
ture
Pro
cess
Lat
e, C
ance
lled
& Am
ende
d Tr
ades
Sw
ap S
ettle
men
t Ins
truct
ions
with
C/P
artie
s In
tere
st R
ate
Fixi
ngs
Cor
pora
te A
ctio
ns P
roce
ssin
g (C
alls
, etc
.)
With
hold
ing
Tax
Proc
essi
ng
Con
firm
atio
n Is
suan
ce &
Man
ual M
atch
ing
Mat
ch C
/Par
ty C
onfir
mat
ions
usi
ng T
RAM
Che
ck B
roke
r Con
firm
atio
ns u
sing
BAR
T C
heck
& P
ay B
roke
rs' I
nvoi
ces
Cle
arin
g Pr
oced
ures
(Eur
ocle
ar/H
SB
C/e
tc)
Tra
de S
ettle
men
t Pro
cedu
res (
inc
SS
Is)
Mar
gini
ng P
roce
dure
s P
repa
re S
WIF
T Pa
y &
Rec
eive
Mes
sage
s V
erify
/ R
elea
se S
WIF
T M
essa
ges
Pre
pare
Eur
ocle
ar In
stru
ctio
ns V
erify
/ R
elea
se E
uroc
lear
Inst
ruct
ions
Ban
k (C
ash)
Rec
onci
liatio
ns C
usto
dy (S
ecur
ities
) Rec
onci
liatio
ns In
vest
igat
ion
of F
ails
P
enal
ty In
tere
st C
laim
s
Ope
ratio
nal R
isks
of t
his
Inst
rum
ent
Rec
ogni
tion
of E
rror
s &
Dan
ger S
igns
K
now
ledg
e of
Rel
evan
t Int
erna
l Con
trols
FX Spot 2 2 1 0 n/a 1 1 1 0 1 0 0 3 2 3 3 n/a n/a n/a 3 4 4 0 n/a 4 n/a 2 4 n/a n/a 0 n/a 2 0 0 3 3 2 FX Forwards 2 2 1 0 n/a 1 1 1 0 1 0 0 3 2 3 3 n/a n/a n/a 3 4 4 0 n/a 4 n/a 2 4 n/a n/a 0 n/a 2 0 0 3 3 2 FX Swaps 2 2 1 0 n/a 1 1 1 0 1 0 0 3 2 3 3 n/a n/a n/a 3 4 4 0 n/a 4 n/a 2 4 n/a n/a 0 n/a 2 0 2 3 3 2
Money Market Loans & Deposits 2 2 1 0 n/a 1 1 1 0 1 0 0 3 2 3 3 n/a n/a n/a 3 4 4 0 n/a 4 n/a 2 4 n/a n/a 0 n/a 2 0 2 3 3 3 Certificates of Deposit (CDs) 2 2 1 0 n/a 1 1 1 0 1 0 0 3 2 3 3 n/a n/a n/a 3 4 4 0 2 4 n/a 2 4 n/a n/a 0 n/a 2 0 2 3 3 3
Government Bonds & Treasury Bills 0 0 0 0 n/a 0 0 0 0 0 0 0 0 1 1 n/a n/a 0 0 0 n/a n/a n/a 1 0 n/a n/a n/a n/a n/a 0 0 0 0 0 0 0 0 Eurobonds 0 0 0 0 n/a 0 0 0 0 0 0 0 0 2 2 n/a n/a 0 0 0 n/a n/a n/a 0 0 n/a n/a n/a 0 0 0 0 0 0 0 0 0 1 Floating Rate Notes (FRNs) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 1 1 n/a 0 0 0 0 n/a n/a n/a 1 0 n/a n/a n/a 0 0 0 0 0 0 0 0 0 0 Euro Medium Notes (EMTNs) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 1 1 n/a n/a 0 0 0 n/a n/a n/a 1 0 n/a n/a n/a 0 0 0 0 0 0 0 0 0 0 Asset Backed Securities (eg Fannie Maes) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 1 1 n/a 0 0 0 0 n/a n/a n/a 1 0 n/a n/a n/a n/a n/a 0 0 0 0 0 0 0 0 Bond Lending 0 0 0 0 n/a 0 0 0 0 0 0 0 0 1 1 n/a n/a 0 n/a 0 n/a n/a n/a 1 0 n/a n/a n/a 0 0 0 0 0 0 0 0 0 0 Tri-Party Repos (Eurobonds at Euroclear) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 n/a n/a 0 n/a 0 n/a n/a n/a 0 0 n/a n/a n/a 0 0 0 0 0 0 0 0 0 0
Interest Rate Futures (Exchange Traded) 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 n/a n/a n/a n/a 0 n/a n/a 0 0 0 0 n/a n/a n/a n/a 0 n/a 0 0 0 0 0 0 Interest Rate Options (Over-the-Counter) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 n/a n/a n/a n/a 0 n/a n/a n/a n/a 0 n/a 0 0 n/a n/a 0 n/a 0 0 0 0 0 0 Bond Options 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 n/a n/a 0 n/a 0 n/a n/a n/a 0 0 n/a n/a n/a 0 0 0 0 0 0 0 0 0 0 Forward Rate Agreements (FRAs) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 0 0 n/a n/a 0 n/a 0 0 n/a 0 n/a 0 0 n/a n/a 0 n/a 0 0 0 0 0 0 Cross Currency Swaps 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 0 0 n/a n/a 0 n/a n/a n/a 0 0 n/a 0 0 n/a n/a 0 n/a 0 0 0 0 0 0 Interest Rate Swaps (IRS) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 0 0 n/a n/a 0 n/a n/a n/a 0 0 n/a 0 0 n/a n/a 0 n/a 0 0 0 0 0 0 Caps / Floors / Collars 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 0 0 n/a n/a 0 n/a n/a n/a 0 0 n/a 0 0 n/a n/a 0 n/a 0 0 0 0 0 0 Asset Swaps (Bonds with Embedded Swap) 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 n/a n/a n/a 0 0 n/a 0 0 0 0 0 0 0 0 0 0 0 0 Swaptions 0 0 0 0 n/a 0 0 0 0 0 0 0 0 0 0 0 0 n/a n/a 0 n/a n/a n/a 0 0 n/a 0 0 n/a n/a 0 n/a 0 0 0 0 0 0
Trade Processing
Competency (Knowledge/Skill) Levels
5 = Expert
4 = Highly Competent
3 = Reasonably Competent
2 = Under Training or Needs Refresher
1 = Low / Very Basic
0 = None
Ove
rall
Com
pete
nce
for T
reas
ury
Ops
Tas
ks
Background Knowledge Accounting Clearing & Settlement Recs & Invests Risk Control Confirmations
SUSAN’S DEPARTMENTAL SKILLS MATRIXFX Money Markets Capital Markets Derivatives
Competency Levels
5 = Expert
4 = Highly Competent
3 = Reasonably Competent
2 = Under Training or Needs Refresher
1 = Low / Very Basic
0 = None
FX
Spot
FX
Forw
ards
FX
Swap
s
Mon
ey M
arke
t Loa
ns &
Dep
osits
Cer
tific
ates
of D
epos
it (C
Ds)
Gov
ernm
ent B
onds
& T
reas
ury
Bill
s E
urob
onds
Flo
atin
g R
ate
Not
es (F
RN
s) E
uro
Med
ium
Ter
m N
otes
(EM
TNs)
Ass
et B
acke
d S
ecur
ities
(eg
Fann
ie M
aes)
Bon
d Le
ndin
g T
ri-Pa
rty R
epos
Inte
rest
Rat
e Fu
ture
s (E
xcha
nge
Trad
ed)
Inte
rest
Rat
e O
ptio
ns (O
ver-
the-
Cou
nter
) B
ond
Opt
ions
For
war
d R
ate
Agre
emen
ts (F
RAs
) C
ross
Cur
renc
y Sw
aps
Inte
rest
Rat
e Sw
aps
(IRS)
Cap
s / F
loor
s / C
olla
rs A
sset
Sw
aps
(Bon
ds w
ith a
n E
mbe
dded
Sw
ap)
Sw
aptio
ns
Name Job / Position Join Date
John Manager 1985 4 4 4 4 4 3 3 3 3 3 1 1 2 2 1 4 3 3 3 3 1
Helen Assistant Manager 1988 4 4 4 4 4 3 4 4 4 3 0 0 2 1 0 4 4 4 4 4 3
Ashok Senior Clerk 1996 3 3 3 3 2 2 4 4 4 4 2 2 4 2 2 4 4 4 4 4 3
Rachel Clerk 2000 0 0 0 0 0 2 3 3 2 0 0 0 1 0 0 1 3 3 2 3 0
Emma Senior Clerk 1992 3 3 3 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Martin Clerk 2000 3 3 3 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Susan Clerk 1994 2 2 2 3 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Existing Number of Skilled Staff Count Staff at Levels 3, 4 & 5 5 5 5 6 5 2 4 4 3 3 0 0 1 0 0 3 4 4 3 4 2
Ideal Number of Skilled Staff (To Handle Workload) 5 5 5 5 4 4 4 4 4 4 3 3 3 3 3 4 4 4 4 4 3
Skill Shortages (Ideal minus Existing) 2 1 1 3 3 2 3 3 1 1 1
2 LEVELSNot Competent - Competent
3 LEVELSBasic - Intermediate - Advanced
5 LEVELSNone - Low - Under Training - Competent - Expert
EXAMPLE COMPETENCY LEVELS
RECOMMENDED APPROACH FOR CREATING USEFUL SKILLS MATRICES
1. Project Approach - Sponsor & Project Team 2. Local Involvement - Using “Metaplan” Techniques3. Develop Departmental & Job Function Specific Competency
Frameworks4. Industry Benchmark Sanity Check5. Strategy Sanity Check - Objectives, Values, Products, etc.6. Self - Assessment of Competencies7. Supervisor & Manager Review8. Link with Existing Processes for Performance Management
& Appraisal, Training Needs Analysis, Recruitment, Selection, Career Planning & Talent Management.
COMPETENCY FRAMEWORKS & SKILLS MATRICES
Any final questions, comments or experiences ?