Step 4: Execute the Program
A. Execute the Roadmap and Plans
- Ensure pre-rollout activities are completed and communicated to key program delivery personnel, including program training and support models.
- Utilize project management and change management best practices to execute the plans.
- Ensure leaders and managers are well prepared and visibly ready to work with their employees using the competency framework.
B. Conduct a Competencies Gap Analysis
Assess and map the state of the organization’s AM Competencies
Working with individuals and their managers, facilitate the competency assessment of individuals throughout the organization. Managers will use the standard scale to measure each person’s proficiency level on the organization-specific AM Competencies relative to the appropriate role-based competency profile. Record each person’s current proficiency level for each required competency and identify the gap between this and the target level identified in the competency profile. Consider this initial assessment a baseline. Ongoing evaluation over time will reveal growth in competency strengths and reduction of
gaps. Use the AM Competency Profile Template to assist you in completing competency profiles for your staff. Use the AM Development Tool to assist you in conducting and keeping records of competency assessments for your staff.
Explore the organization’s competency gaps
Document the competency gaps at individual, team, departmental, and organizational levels. Identify areas of strength and areas needing attention in the organization.
Set the organization’s priorities
Assess whether there are critical competency gaps that must be addressed to meet current AM priorities. Identify where team resources can be shared to meeting proficiency level targets. Decide the relative importance of the organization’s gaps. Prioritize urgent needs and leave less critical gaps to be addressed later.
Consider how to resolve the gaps
Determine which of the competency management program activities in which of the four key areas of people management will best reduce the gaps. For example, assess the benefits and costs of in-house versus external learning and development. Or, consider whether it may be appropriate to recruit to fill the gap, develop current staff, or outsource to an established expert. Perhaps more effort needs to be made in the performance communication process to emphasize the importance of AM Competency development for an individual. The Competency Management Activities section will identify specific program activities that can be undertaken in each of these areas to close the gaps.
Don’t forget to download the AMCF Implementation Worksheet to help guide you through the process.
Next go to the SUSTAIN step
