PMI's Project Manager Competency Development (PMCD) Framework Thank you _______ for the introduction and also for inviting me to deliver this presentation It always brings me satisfaction when I can share something new that I have come across and learned. Especially when I know it can benefit not just a few, but many. I guess that is why I am where I am with the state. ~40 min (verify this), and I will leave some time for Q&As Now I want to take a quick survey: please raise your hand if you are a PMP? Manage projects? Are familiar with PMI? PMBOK? Terminology at the end of the PMCDF. Make sure folks are aware of the following terms. PMI – Project Management Institute PMBOK – Project Management Body of Knowledge (3rd edition) PMCDF – Project Management Competency Development Framework Project – A project is a temporary endeavor undertaken to create a unique product, service, or a result. The purpose of a project is to attain its objective and then terminate it. Operation – Operation is an ongoing and repetitive task, while projects are temporary and unique. The objective of is to sustain the business. Presented by: Edmond Matevosian, PE, PMP Senior Transportation Engineer Caltrans, Division of Project Management Office of Capital Project Skill Development

Presentation Objective The purpose of this presentation is to introduce you to a document from PMI called “Project Manager Competency Development Framework” ..… an excellent resource on the topic of project manager competencies. Our focus today will be on the personal competencies of the project manager rather than the knowledge and performance competencies of the 9 knowledge areas as defined by PMBOK. Allow me to preface this presentation by saying that this presentation is about education you, and not training you. Read the first paragraph. Preface the second paragraph by “due to time limitation we have today …” I will explain the difference between the knowledge and performance competencies vs the personal competencies shortly.

Presentation Outline A note from PMI Project context Highlights of PMCDF PMBOK cross-referenced Our finalized areas of focus Our approach to delivery Evaluation results & lessons learned Define PMBOK

A note from PMI Page xi, 1st paragraph It is not said here, but the PMCD Framework aligns with PMBOK Guide (2000 Edition) Where can you get a hold of this document, and more? Do you have to be a PMP? Just a member of PMI. Pg xi, 2nd paragraph The PMCDF is copyrighted and cannot be reproduced without the written consent of PMI.

Project Context I will be using an actual project to deliver this content of this presentation; an actual project that I was the PM. Approx 1.5 yrs ago, I was tasked to develop a dedicated course on the subject of interpersonal skills. Initial target audience: all statewide PMs, PMPs. I had 2.5 months to do it and the course should be no longer than 3 days if at all possible – busy PMs. An extra piece of info: for the past 4 years the Capital Project Skill Development unit of Division of Project Mgmt has been delivering conventional and online courses on the topics of our 9 knowledge areas, with discussions under HR Mgmt, but we had not dug deep into the interpersonal skills world. Emphasis was made about the importance of the key interpersonal skill, as define by PMBOK, for an effective PM, but the drill and practice was not there. The course development team: PM Coordinators. I started by interviewing the course sponsor and the target audience to do a gap analysis. I wanted to know what interpersonal skill means to them in the project development and delivery context of transportation type projects. What needs to improve? So I had a tentative list of high-level objectives, with some specific examples, before I went digging for more info. At the time of developing this course, all I had to work with from PMI was PMBOK 2000. Chapter 2 (Proj Mgmt Context) and 9 (Human Resource Mgmt) did mention leading, communicating, negotiating, problem solving, cultural influences, and team development, but they get into the details. There was no discussion of performance criteria. I needed a hand in getting started. Something that would break-down the competency into its elements and get into the performance criteria. Please keep in mind where I am coming from ….. Engineers … what type of education have we had and how much of it was related to interpersonal skills. Every organization is different so what I discuss here today, specially the areas the we focused on, might be completely off of what you and your org might need. But!, on the positive note that PMCDF sees beyond all that ….

Highlights of PMCDF The PMCD Framework - Page 12 of the PMCDF Numbering scheme of the project management knowledge and performance competencies - Page 8 Example for Prepare Project Charter Element – Page 19 Numbering scheme of the project management personal competencies - Page 10 Example of Team Leadership Competency Cluster - Page 63

Page 57

Page 71

PMBOK Cross-referenced

This also appear exactly as is on page 15 of our new PMBOK (3rd edition). Negotiation – the only place in PMCDF that I find negotiation is under Proj Procurement Mgmt, under executing, under conducting source selection/contract development (PMBOK 12.4)! No where else. PMBOK 2000 did mention Negotiation under General Mgmt Skills. Communication is not a dedicated Unit of Competence, a Competency Cluster, or an Element in PMCD. It is a Performance Criteria. Should it be anything above a Perf Criteria? We do know that is one of 9 knowledge areas. But again that is Comm Mgmt. I need to discuss this is a group and get it out on the table and get some feedback from folks like you. Problem solving is not an Unit of Competence, a Competency Cluster, or an Element. It is found here at there under Performance Criteria. Please don’t get me wrong, I am not trying to discredit this wonderful document, but I am bringing-up questions that I want to address in a group setting. That leads me to my request that I noted at the beginning of this presentation. I am looking to form a group of people who are willing to meet and work on improving the PMCD. If you are interested in joining such a team, please send me an email.

Our Finalized Course Outline EQ vs IQ Self-assessment Leadership Team-building Effective Communication Effective Meeting Skills Conflict Management Effective Negotiation Self-assessment: Keirsey and Bates – “Please Understand Me II” Enneagram – next session Myers-Briggs – in the near future Knowing and understanding self and valuing not just cultural diversity but personality diversity as well. Don’t try to change everyone, but work on your own self. At our last delivery down at D7 we did provide our students with pages 57-65 of the PMCD at the very beginning of the course, and asked that the students keep these these traits in mind throughout the course as we covered our objectives. Worked-out real well. I still have some work ahead of me. I still have to incorporate some of the things I have learned into the course, but I am facing some challenges in terms of the course duration limitation.

Our Approach to Delivery Job-aids 2 approaches Small group comes-up with their own job aid and later it is compared to a formal job-aid We pass-out the formal job-aid and ask them to put it to use. Case studies / role-plays / discussions Before sharing of job-aid and after After job-aid

Course Evaluation Results For 5 sessions held to date: Average of 9.03 out of 10

kindly for your presence, attentiveness and participation! edmond_matevosian@dot.ca.gov 916-263-4957