Retention and Development CSI Task Force 5.7C

Broader Training Opportunities

Operationalizing Enterprise Competency-based Talent Management Approach &Statewide Competency Models

February 24, 2016

Overview

I. Competency Based Talent Management

II. Operationalizing Competencies through Training

III. Competency Model Development Process

I. Competency Based Talent Management

Competency Based Workforce Planning

Competency Based Workforce Planning

Recruit/Hire“IN” Strategy

Develop/Retain“UP” Strategy

Workforce GapStrategic Decision

Point:• “In” or/and “Up”

Workforce Demand Identifies:“Focus”“Emphasis”“Priority”

II. Operationalizing Competencies through Training

Summer of

Learning(SOL)

Communicati

on

Digital Literac

y

Collaboratio

n

High Demand: Analytical Thinking - Completed Staff Work

“UP” Pilot: More Statewide Training Two Goals:

1. Respond to Statewide Needs Assessment (Director Interviews)

2. Begin offering statewide training solutions for foundational competencies

85% of Workforce in

5 Areas

Summer of Learning Milestones:Training Needs Assessment

• In response to Director Interviews develop training solutions for California leadership to assist departments in institutionalizing competencies

• Develop training solutions for all civil service employees to provide professional development aligned with foundational competencies

Communication/Outreach

• Create a culture of learning

• Raise awareness to the concept of competency focused learning

• Educate management first

• Market new statewide training available for the four SOL competency topics

Training Solutions

• Create affordable easy to access statewide training solutions• Instruc

tor lead training

• Symposiums

• Workshops

12/2015 12/2016

Needs Assessment(Director Interviews)

Gap Analysis:(Communication, Digital Literacy,

Collaboration + High Demand

Communication(Dictionary + Assessment)

Summer of Learning(Courses + Calendar +

Logistics)

Digital Literacy(Dictionary + Assessment)

Collaboration(Dictionary + Assessment)

Summer of Learning (Project Timeline) Plan/Build

12/2015 3/2016 6/2016

SoL Communication/Outreach

Summer of Learning(Courses + Calendar +

Logistics)

Evaluation: Feedback

Delivery

Summer of Learning (Project Timeline) Run

6/2016 8/2016 12/2016

Competency Dictionary

Definition

Behavioral Indicators (Meta-tags)

Assessments

Competency Intake Process

III. Competency Model Development Process

WORKFORCE COMPETENCIES(Draft Dictionary)

"Competencies" refers to the knowledge, skills, abilities, and personal characteristics as demonstrated by behaviors that are needed to succeed in a job.

FOUNDATIONAL (NWoW)AdaptabilityAnalysis/Solution MindsetCollaborationCommunicationDigital FluencyEntrepreneurial MindsetFoundational CompetenciesEmpathyResilience Self- AwarenessSocial/Diversity Awareness

Analytical ThinkingChange Leadership Conflict Management Creative Thinking Customer Focus Decision Making Developing OthersDiagnostic Information GatheringEmpowering OthersEthics and Integrity Forward Thinking Global Perspective Influencing Others Initiative Interpersonal Skills Learning

Mentoring Organizational Awareness Personal Credibility Planning and OrganizingProfessional and Personal DevelopmentProfessional ConfidenceResource ManagementRisk ManagementStress ManagementTeam LeadershipTeamworkThoroughnessVision and Strategic ThinkingWorkforce ManagementWritten Communication

Workforce Demand Identifies:• “Focus”

• “Emphasis”• “Priority”• NWoW

• Leadership Values• High Demand

Competency Model

Workforce demand identifies competency models

One Dictionary: Many Competency Models

Foundational

Source: NWOW Competencies

Leadership

Source: Leadership ValuesExecutiveSupervisor/Manager

Job Family/Role Based

TBDTBD

AnalyticalClerical

Technical/Professional

TBDTBD

Specialist

Statewide Competency Dictionary

Develop Statewide procedures for submissions

NEXT STEPS:Competency Based Talent Management (OD)

• Milestones– Form Talent Management Governance team• Executive Sponsorship• Departmental/Divisional Representation/Steering • Possibly Matrix/Action Committee Model?

– Start with leadership competency model• Increases Leadership’s awareness• Easier approach to engage Union partners

Any Questions??