文档介绍：COMPETENCY MODELING
Rod Freudenberg, .
Hollie A. Levy, .
Los Angeles Unified School District
Personnel Selection Branch
Presentation to PTC/SC
April 28, 2004
2017/12/12
1
Outline
What problem are we trying to fix?
Where do “competencies” fit in?
What is the state of current practice?
What is petency?
What petency modeling?
How did LAUSD develop its “starter” set?
What is the petency Framework?
How will it evolve?
How is it used in Selection?
Lessons learned so far…
Next steps…
2
The Challenge: LAUSD – Classified Service
>40,000 Classified employees
40,000 Certificated
>1100 job classifications
Some have thousands of incumbents, some have a single incumbent
Several new classes per month
Numerous departments/divisions
Facilities, Transportation, Cafeteria, Business Services, ITD, Police, and so on
Rapid growth and contraction simultaneously
Bond funding for new school construction $10B+
IT revolution of labor intensive processes
School Safety initiatives
State-wide budget cuts – layoffs
mission: “Do more with no more or less”
3
Problem: Traditional Functional Silos
Classification pensation Studies
Job Analysis and Test Development
Training Needs Analysis and Program Development
Performance Appraisal and Feedback
Career Planning
Workforce Planning
4
Problem: High Variability in Terminology
Across Functions
Worker requirements in job descriptions
Abilities and other characteristics in selection analysis
Factors and dimensions assessed with ratings (interviews, performance appraisals, performance tests)
Training areas in training needs analysis
Across Occasions
Across job classifications
Within job classifications over time
Among analysts within the same functions
Within the same analyst from analysis to analysis
Are we reinventing the
same constructs over and over?
5
petencies?
Workforce Needed To anizational Objectives (now and for the future)
6
State of Current Practice
From Pearlman (2002) summary of SIOP Task Force:
No conse