Competency Model HPIW New Worker For trainers and supervisors the pot of gold at the end of the rainbow is filled with HPIW's (High Performing Incumbent Workers), but the journey from new worker to HPIW takes time and effort on the part of trainers, supervisors and the workers. HPIW New Worker

Competency Model Conscious Competence Conscious Incompetence 3 Conscious Incompetence 2 4 Unconscious Competence 1 Unconscious Incompetence The competency model of professional development begins with. Unconscious incompetence and progresses through three additional?? conscious incompetence: conscious competence and finally unconscious competence.

Lacking knowledge, skill and ability without conscious awareness 1 Unconscious Incompetence Lacking knowledge, skill and ability without conscious awareness In the Unconscious Incompetence stage simply put the individual does not know what he/she does not know. Some workers come to a new job above the "base level:" But then there may be a need for re-training, but that is another story.

Awareness of a lack in knowledge, skill Conscious Incompetence Awareness of a lack in knowledge, skill and ability 2 Next we find the worker advancing to Conscious Incompetence (Awareness of a lack in knowledge, skill, and ability) they now know what they don't know. This is the stage of frustration for the workers, supervisors and trainers. The new worker is faced with all that he/she does not know and had not mastered. Formal training and on-the-job training are curial supports for the new workers during stage two of the competency model.

Deliberate application of knowledge, Conscious Competence Deliberate application of knowledge, Skill and ability 3 Stage three is Conscious Competence ( Deliberate application of knowledge, skill and ability) things are starting to make sense. Workers are honing their skills and gaining command of the job. The supervisor evolves into more of a coach and advisor during this stage.

Unconscious Competence 4 Unconscious Competence Application of knowledge, skill and ability without conscious awareness Stage four is Unconscious Competence ( Application of knowledge, skill and ability without conscious awareness) the high performing incumbent worker emerges. The worker and supervisor are team members seeking a shared set of goals and objectives.

High Performing Incumbent Worker New Worker The learning curve varies among workers and not all staff members achieve HPIW status, but that remains the goal of trainer and supervisors. High Performing Incumbent Worker New Worker

Self Evaluation Conscious Competence Conscious Incompetence 3 Conscious Incompetence 2 4 Unconscious Competence 1 Unconscious Incompetence Trainers can use this four stage model as a self evaluation tool. Supervisors can use this to help workers understand where they are in professional development process.

Group work Individual work The simple four-quadrant model can be used with individuals or groups to access their programs.

Self Evaluation Conscious Competence Conscious Incompetence 3 Conscious Incompetence 2 4 Unconscious Competence 1 Unconscious Incompetence Using a simple dotting process participants can indicate their skill development.

Competency Self Evaluation Unconscious Competence Unconscious Incompetence Conscious Competence Conscious Incompetence 1 2 3 4 The supervisors can us this process to track a workers process from unconscious incompetence to conscious competence. The color coded legend provides a quick reference regarding the questions on the chart. Legend E K U _________ Exp: use of force _________ _________ Exp: knowledge of p & p _________

High Performing Incumbent Worker Trainers and supervisors need and want to have a workforce full of HPIW with the requisite knowledge, skills and attitudes to meet the challenges of their jobs.

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Unconscious Competence Unconscious Incompetence Conscious Competence 1 2 3 4