Scope: “See the Person”

Slides:



Advertisements
Similar presentations
Training Companies are in business to make money, and every business function is under pressure to show how it contributes to business success or face.
Advertisements

St. Louis Public Schools Human Resources Support for District Improvement Initiatives (Note: The bullets beneath each initiative indicate actions taken.
Develop and Validate Minimum Core Criteria and Competencies for AgrAbility Program Staff Bill Field, Ed.D., Professor National AgrAbility Project Director.
COMPETENCY NAVIGATOR TM © The Work Lab 2007 Victorian RPL Network Wendy Perry, Workforce Blueprint.
Succession and talent management
Using training packages to meet client needs Facilitator: Gerard Kell.
Competency Frameworks
Crown Commercial Service Commercial Contract and Supplier Management
Training and assessing. A background to training and learning 1.
POLICY STATEMENT The Council is committed to appointing the best person for the job based on their skills, experience,ability to do the job and potential.
Good Customer Service Needs Good People Management.
Chapter 3 Needs Assessment
Introduction to Management MGT 101
The Vision Implementation Project
Approaches for Reporting Vendor Performance in Vocational Rehabilitation: A Benchmarking Study by Florida VR Webinar November 21, :30-3:30 Eastern.
Human Resource Management Gaining a Competitive Advantage
Needs Assessment The design process begins with needs assessment First, is training needed?
A COMPETENCY APPROACH TO HUMAN RESOURCE MANAGEMENT
Wgnho Management for Performance Department of Conservation Management for Performance Project.
Professional framework for public sector employees Using the framework.
Workforce matters How to workforce plan to support
Project Charters Module 3
Training and Development Prof R K Singh AIMA CME.
THE TRAINING STRATEGY MODEL BUSINESS GOALS Establish the priorities BUSINESS PROCESSES Tasks or business model for achieving the goals JOB ROLES Identify.
© AKANANICONFIDENTIAL IMPLEMENTATION OF HR AND IDP UNITS SUPPORT PLANS: HR STRATEGY DEVELOPMENT TRAINING Session Two Facilitator: Mcezi Mnisi.
Chapter 3 Needs Assessment. Objectives 1.Discuss the role of organization analysis, person analysis, and task analysis in needs assessment. 2.Identify.
Talent Acquisition, Staffing, Recruitment, Executive Search.
© 2013 by Nelson Education1 Job Analysis and Competency Models.
MANAGEMENT DEVELOPMENT TALENT MANAGEMENT. What is Talent Management?  It is a process of managing aptitude, abilities & skills of a person or an employee.
The benefits of skills-based hiring
PEOPLE Strategic Plan of Human Resources in Higher Education Institutions in Georgia- Case Study Based on the Experience of ISU.
Sample Fit-Gap Kick-off
NEEDS ASSESSMENT HRM560 Sheikh Rahman
Creating or Enhancing Skills-Based Training Programs:
3 Chapter Needs Assessment.
Learning and Development Developing leaders and managers
5 steps to align your talent strategy to the organisational strategy
BSBWOR301 Organise personal work priorities and development
IT 262 PRINCIPLES OF MANAGEMENT
Fundamentals of a Vocational Assessment
TRAINING NEED ANALYSIS
Webinar November 21, :30-3:30 Eastern Standard Time
SAMPLE Develop a Comprehensive Competency Framework
Handout 3: Identify development needs
JOB, ROLE, COMPETENCY AND SKILLS ANALYSIS
Creating or Enhancing Skills-Based Training Programs:
Strategic Workforce Planning Chris MacRae
Introduction to Agribusiness Management
Counselling services in Slovak public employment services
Presented by Robert Ford
Version 0.1Assessment Method Overview - 1 Process Assessment Method An objective model-independent method to assess the capability of an organization to.
Competency Based Learning and Development
MOSH Leading Practices Adoption System
Learning and Development Developing leaders and managers
Assuring the Quality of your COSF Data
Chapter 5 Effective Job Analysis
Building Knowledge about ESD Indicators
Job Analysis CHAPTER FOUR Screen graphics created by:
Chapter 5 Human Resource Planning and Job Analysis
IT Staffing Agency. ABOUT US - CIVICMINDS CivicMinds has been involved with IT staffing since We have assisted many companies with fulfilling their.
National Food Service Management Institute
Handout 3: Identify development needs
Unit 5 – eProject – Starting to look at projects Unit 5
Organization Design Project support overview Presenter's Name
Human Resource Planning
KEY INITIATIVE Finance Function Management
Culture Change Culture change has to transcend departmental boundaries and permeate throughout the organization Change requires top-down support, starting.
KS5 Curriculum Map Business Studies
Assuring the Quality of your COSF Data
Project Name Here Kick-off Date
Presentation transcript:

Scope: “See the Person” Job Analysis Survey Update and Results for Phase 1

Background The implementation of the National Disability Insurance Scheme (NDIS) will change the way that service providers interact with their clients. Scope (Vic) as a major service provider seeks to be at the forefront of these changes Need to ensure that future employees are suitable for employment in this new commercial and service delivery environment. Current framework for recruitment, selection and induction is costly and inefficient – especially in relation to sourcing critical front line carer roles.

Aims This project aims to implement a low-cost and fit-for-purpose recruitment model that provides valid selection information to assist Scope to induct and train future support workers.

Overview of Phase 1 Aim - conduct job analysis of current high-performing model Determine the discriminant validity of cognitive assessments (verbal/numeric/abstract reasoning) which means testing the existing high-performers to determine the extent to which low-cost screening tools can streamline future recruitment processes. Conduct a job analysis survey for “current” state to provide a baseline for comparison. This approach provides the data required to guide the change management process to the future state. By completing this step, Scope will be in a superior position to use data to manage workforce risks and save money by targeting the right values and behaviours earlier in the selection process. This also allows the organisation to build an accurate picture of how well assessments predict important outcomes such as: 1. Success in training; 2. Performance in role; 3. Longevity in role; and 4. False positives (poor hires). Deliverable(s): 1. Current high-performance model (cognitive and behavioural); and 2. Baseline data.

Overview of Phase 2 Aim - conduct job analysis survey – future fit Clarify future job profiles required for the DSW role - taking into account any new capabilities and changes to knowledge, skills, attitudes required under the existing and new service delivery model. We believe we can quickly build these profiles using our best practice ‘profile match’ on line tool seeking feedback from position experts and other key stakeholders. Deliverable(s): Identification of key domains of expected high-performer group based on job expert input (what re the success factors?).

Phase 1 Results 35 Responses as of 5th of October 46 people signed up, completion rate of 76%. Results have been analysed by investigating the top 10 key competencies that were found from each survey.

Results – Top 10 Competencies Identified by all surveys 35 Participants

Results – Top 10 Competencies Identified by the Customer 5 Participants

Results – Top 10 Competencies Identified by the Project Team 9 Participants

Next Steps Aim - assist with the design of interview/role play schedule Best practice selection requires multiple sources of data to improve the validity of hiring predictions. Group assessments that involve Scope’s experienced technical experts and consumers of the service provides an excellent opportunity to get this right, and to validate the output from the lower-cost cognitive assessment testing (step 1, above). Deliverable(s): Map of key performance domains and scoring sheet to facilitate multiple sources of evidence; Individual report (cognitive ability/profile) to inform interview with Scope hiring manager/recruiter and service consumer; Design of written case-study as a lead-up activity and assessment of written ability – also serves to “prime” and prepare the applicant for the role-play activity; and Creation of observer checklist to facilitate the “scoring” of the role-play activity.