*The content in this section is a beta release and is currently being reviewed and refined*
Personal development is the process of improving oneself through conscious habits and activities. One avenue of personal development, and a key part of competency management, is Competency Development. This is the development of competence at the individual level, both for that person’s own success, as well as for success of their team, department, and organization. In this section we will explain competency development using the steps of the Competency Development Cycle.
The Competency Development Cycle
CLARIFY Roles & Expectations:
- Confirm an understanding of the existing responsibilities an individual performs and the manager’s, team’s, and organization’s associated expectations for those responsibilities.
- Determine the target proficiencies of individuals, based on the responsibilities that make up the role(s) they perform, both individually and as part of a team, in the organization, in the form of a competency profile.
ASSESS Capabilities & Gaps:
- Complete individual competency assessments, determining each person’s current proficiency in the competencies they require to effectively perform their role(s).
- Identify the gaps between a person’s current levels of proficiency and the target proficiencies they should have to best perform their responsibilities.
- Determine the priorities for addressing identified gaps, based on personal, team, and organizational capability needs, both now and into the future.
COMMIT to a Development Plan:
- Develop a plan to address competency gaps for each individual in the organization, including identification of development goals and strategies, identifying the supports required for those activities, selecting appropriate development activities, and planning when, where, and how to execute.
- Align the plans with each individual’s long-term career goals, balanced against the needs of the organization.
MONITOR and UPDATE:
- Track activity progress, regularly re-assessing proficiency, and monitoring ongoing growth in competency strengths and reduction of competency gaps.
- Evaluate individual progress and re-adjust plans to continue to match the needs of current role(s), and of long-term personal career goals and organizational workforce management and succession planning needs.
The pages in this section of the AMCF Web Portal will give you the knowledge, guidance, and tools to develop AM Competencies for individuals in your organization and broadly align with the steps of the process above.
This section provides an overview of the generic AM roles in the AMCF and how they may be used to assign positions in an organization. It also illustrates how one may progress within the roles in their organization.
This section examines the value in defining AM roles and how to use the AM Competency Development Planning tool to construct your own AM Role using the AM responsibilities specific to your organization.
This section discusses the importance of recognizing your level of capacity in the AM competencies, both personally and organizationally.
This section covers the use of a personalized competency profile to determine areas of improvement and how to plan for development activities using your profile to set priorities.
This section discusses long-term planning and how to use the AM Competency Development Planning Tool to identify steps towards attaining your career goals.
CNAM has developed an AM Competency Development Planning Tool (the AM Development Tool) to help individuals, managers, and HR staff work through the steps of the competency development cycle. You can use the tool to follow along with this section of the AMCF Web Portal and see how the principles, concepts, and processes described can be executed in practice.
