The Workplace Competencies Model
As we continute to expand and improve our education and training offerings, we have organized our curriculum around a competency model.
“Competencies are a cluster of related knowledge, skills and attitudes that affects a major part of one’s job (a role or responsibility), that correlates with performance on the job, that can be measured against well-accepted standards, and that can be improved via training and development” (from The Art and Science of Competency Models: Pinpointing Critical Success Factors in Organizations, by Anntoinette D. Lucia and Richard Lepsinger).
The NWRPCA Model — three divisions
Core competenciesstandards for all staff, regardless of job description. (the pyramid's foundation)
Job Classification Competencies
skills, knowledge and behaviors that apply to general job categories (middle of the pyramid)
areas of specialized expertise or specific job roles (top of the pyramid)
The use of competencies becomes a basis for CHMC leadership to assess employees’ current capabilities and determine needs for improvement through trainings or other learning opportunities. Competency based development focuses on the long term enhancement of skills and behaviors.
The first target constituency for Learning Connections competency-based educational activities is senior-level management. The positions of CFO, HR and CEO will be the initial areas of focus for the creation of coordinated curricula with specific trainings and programs. As work is completed on these competencies, other job categories will be considered until all vital CHMC positions are included.
Competency-based and Standards-based
Competency-based means defining the skills, knowledge and behaviors expected for CMHC positions by the CMHC professionals in those positions and by the Learning Connections partners. The goal of agreed-upon standards is to clarify the expectations of excellence in job performance, which ultimately affect health centers’ quality of service.