Competency Proficiency Levels in the AMCF
Best-practices in competency management suggest that providing examples of effective behaviours in terms that are actionable and observable helps managers and individuals understand how an effective worker achieves success. But, not all roles in an organization, discipline or job family require the same level of proficiency in each competency. As a general example, a business analyst would require a high level of proficiency in some
kind of “data analysis” competency to effectively execute his or her duties. A recruiter in the same organization might only require a basic skillset in this competency to be able to perform their job well.
To differentiate proficiency requirements across roles and functional areas, the table below outlines a four-level standard proficiency level scale. This standard scale describes, in general terms, an incremental progression from basic knowledge, skills and behaviours toward a more complex understanding and mastery of any competency. In the individual AM Functional Areas sections, each of the AM Roles will be assigned a proficiency level for each AM Competency using this scale. The expected proficiency identified would be for a practitioner-type role. This would be the person who is normally carrying out the AM Responsibilities, as opposed to the person managing or supporting them.
AMCF Proficiency Scale
For the purpose of establishing expectations of, or assessing, an individual’s proficiency, this type of scoring guide presents generic descriptions or examples of expected behaviour. The behavioural descriptions in the table encompass the dimensions of knowledge, cognitive ability, experience and emotional intelligence. These generic behaviours are described in distinct and escalating terms so that the table provides consistency and alignment across the four levels.
It is important to note that the standard proficiency scale is not intended as a performance evaluation tool. Instead, the scale is a communication support tool that provides a commonly understood way to discuss expectations. In this way, it helps focus on the individual’s degree of understanding, ability or expertise. Naturally, there is a relationship between capability and performance, however proficiency in specific competencies is only one of many factors that weigh into a performance evaluation.
Notwithstanding the above, it is understood that a general awareness of all competencies in the AMCF is applicable for all AM Functional Areas and AM Roles, even though this awareness is not considered a ‘level’ in the table. It is expected that anyone performing any type of AM Role (i.e., any AM Practitioner) should begin, at minimum, with a general familiarity with all twelve of the AM Competencies. All AM Practitioners should understand the principal application of each competency, how the competencies relate to each other, and their significance for AM goals and objectives. In establishing competency profiles for each of the AM Roles, where the responsibilities require more than this general understanding, a proficiency rating from this four-level standard scale is indicated.
