From inspiration to realization Stacey Schuneman: Microsoft Program Manger Stacey Gardner: Microsoft Senior Learning and Development Specialist Karen.

Slides:



Advertisements
Similar presentations
2012 EXAMINER TRAINING Examples of NERD Comment Formatting
Advertisements

Global Congress Global Leadership Vision for Project Management.
Succession and talent management
Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible. Key Result Area in simple Terms.
Business Critical Rules March 2015
Performance Assessment Process: The Employee’s Perspective May 2014.
BNSF Ethics and Compliance Program Roger Nober Executive Vice President Law and Secretary July 13, 2011.
CCTC Background Process coordinated by NASDCTEc 42 states, DC, and one territory involved in development Modeled the process and outcomes of Common Core.
1 ITRC Mission ITRC is A state-led coalition working together with industry and stakeholders to achieve regulatory acceptance of environmental technologies.
Improving Your Business Results Six Sigma Qualtec Six Sigma Qualtec Six Sigma Qualtec – All Rights Reserved June 26, 2002 BEYOND SIX SIGMA: A HOLISTIC.
Talent Management at Kellogg
Oracle Security and GRC Professional Development Program.
Approaches to talent management
MGT-555 PERFORMANCE AND CAREER MANAGEMENT
Charting a course PROCESS.
Competency Models Impact on Talent Management
CPD4k Skills Competitions, CIF & PS
DRAFT Building Our Future 2017 Fulton County Schools Strategic Plan Name of Meeting Date.
THE CHALLENGES AND OPPORTUNITIES OF INTRODUCING NEW TAUGHT PROGRAMMES Colin Ashurst.
Allen Hepner Senior Planning & Performance Manager September 22, 2011
CLAIMING THE FUTURE THE ASSOCIATION OF THE FUTURE.
1 CREATING A LEARNING ORGANIZATION AND AN ETHICAL ORGANIZATION STRATEGIC MANAGEMENT BUAD 4980.
“Putting the pieces together – as a community” December, 2014.
Steering Committee Meeting. Agenda Initiative Overview Common themes across plans Sector Plans Implementation Structure Next Steps.
Creating a Learning Community Vision
Campaign Readiness Project Overview Enabling a structured, scalable approach to customer-centric campaigns.
Let’s Get S.T.A.R.T.ed Standards Transformation and Realignment in Thompson.
Communication System Coherent Instructional Program Academic Behavior Support System Strategic FocusBuilding Capacity.
The Disability Support Worker Copyright © 2011 Pearson Australia (a division of Pearson Australia Group Pty Ltd) – /Arnott/The Disability.
Rhona Sharpe, Head of OCSLD Liz Turner, Head of APQO 11 th April 2013 CHAIRING VALIDATION PANELS.
AB 86: Adult Education Data and Accountability Forum Webinar
Effective Coaching for Success Presenter: Dr. Wendy Perry 2015.
Club de l’IRIS Gestion des compétences Job Families Expertises & Competencies profiles June 2011.
Career Model Framework
Project Portfolio Management Business Priorities Presentation.
To find out more or to apply, please visit our career portal and post your CV to the attention of: Awa BERNARD Human Resources  –
District Leadership Module Preview This PowerPoint provides a sample of the District Leadership Module PowerPoint. The actual Overview PowerPoint is 73.
Aligning Ethics Communication & Training With Business Priorities and Compliance Risks Willow Misty Parks Graduate Assistant Anderson School of Management.
People Priorities Framework
Curriculum Renewal in the Faculty of the Professions: Overview.
Copyright © 2015, Oracle and/or its affiliates. All rights reserved. | Oracle Academy Overview Oracle in Education Jane Richardson Senior Director, EMEA.
R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Goal Setting Guide 2015.
DEVELOPING THE WORK PLAN
DPG : presentation of a draft Joint Program Document DPG, 5 September 2006.
Driving Cultural Transformation Key Principles and Best Practices
Illinois report cards Project introduction to the P-20 Council April 27, 2011.
Office of Service Quality
Chesapeake Bay Program Decision Framework Implementation.
Identify, Develop and Retain High Performers
© PeopleAdvantage 2013 All Rights Reserved We will Show You How to Easily Conduct Effective Performance Appraisals LCSA Conference 2013.
Improving Instruction for Students with Severe Disabilities William Sharpton Richard Hall University of New Orleans.
Developing Professional Practice in Out of Home Care Michael Traynor Principal Social Worker Anglicare-SA.
Salesforce.com Migration Assessment with Microsoft Services Assess whether your current CRM implementation is the right solution for your current and future.
Phase-1: Prepare for the Change Why stepping back and preparing for the change is so important to successful adoption: Uniform and effective change adoption.
The benefits of skills-based hiring
CHAPTER 4 THE EVOLVING/ STRATEGIC ROLE OF HUMAN RESOURCE MANAGEMENT
Performance Management
IT Governance at the SCO
Unit 538: Manage domiciliary services
SAMPLE Develop a Comprehensive Competency Framework
Identify the Risk of Not Doing BA
My UI Career Process improvement for more meaningful and
Competency Based Learning and Development
Implementation Guide for Linking Adults to Opportunity
Innovative Learning & Development Specialists
My Performance Journey
Employee engagement Delivery guide
Annual Development Plan (ADP) Development 25th April 2018
People Lead: This is the visual representation of our model. This model supports and reinforces our definition of leadership - achieving results, with.
ESS.VIP.SERV Shared Services
Presentation transcript:

From inspiration to realization Stacey Schuneman: Microsoft Program Manger Stacey Gardner: Microsoft Senior Learning and Development Specialist Karen Peters: GP Strategies Assessment Program Manager and Lead ID Laura Campbell: former GP Strategies Project Manager Alex Wright: Becauz LLC Assistant Program Manager

Certification Program Background

Governance Model Certification Program Background

Global Approach Consistent skills certified across disciplines Ability to set local course priorities Easy for employees to understand Repeatable Process Applicable to other global regions Documented process for faster deployment Defined collaboratively with all teams involved Straightforward Governance Uses existing resources Ensure local relevance and engagement Enables efficient decisions Integrates with other academies Assessment Approach Ensures demonstrated knowledge and competence Straightforward path to certification Progression Approach Ensure baseline professional competence Logical path over time Reinforces Compete and Product competence Links to Career and Reward Tied to Commitments Rewards for demonstrated competence Key Benefits of Certification, by Design Component Certification Program Background

What is the Profile of Excellence  Input from high performing role from the field, reflecting real-life role requirements.  A high-level vision of what a high performing (Excellent) role should act like.  A comprehensive role document, to bring clarity to your role, responsibilities and outcomes.  Detailed information, guidelines and expectations to help develop your full potential as role and advance your career.  Clear inroad to all other Role, Readiness and Career documents.  Specific annual (FY) commitments and/or detailed accountability metrics.  Items for short-term use only.  An End-of-Year performance assessment.  Gain insights and clarity regarding the specific expectations of the role role.  Visualize standards of Excellence for Individual performance.  Develop a career-oriented vision for self-development and skill enhancement.  Facilitates a discussion during MYCI on role expectation, specifically to identify areas of development.  Gain insights and clarity regarding the specific expectations of the role.  Improve the quality of a discussion with the role around effectiveness in Role.  Identify specific individual learning needs and discuss specific Readiness solutions.  To facilitate a career development coaching session, based on role performance, rather than only (FY) attainment metrics. It contains…It is NOT aimed at…Helps the employee…Helps the Manager…

SMSGR is leveraging a modified Delphi process created by Karen Peters, GP. This data-driven model allows SMEs to align objectives and weighting in the following ways: Coordinates key business goals and gaps Drives team consensus on learning outcomes and weighting before designing Provides guidelines and data for scoring and reporting Modified Delphi Process 7

CM identifies overlaps in business and course objectives and PoE. Solidify desired behaviors and outcomes to assess. GP Drafts Delph i I. Review Delphi I of proposed behaviors and outcomes. Vote using comments. If Yes move to Delphi II. If No, conduct round two of Delphi I. 8 Delphi I: Behaviors and Outcomes Consensus GP and CM Delphi Panel

GP drafts Delphi II Draft Delphi IIVote using comments. If Yes, develop CA. If No, conduct round two of Delphi II SRA/ID uses Delphi I and II to recommend scenario contexts for CA Approve CA Spec (Delphi I and II results with scenario contexts) 9 Delphi II: Prioritize and Weight Behaviors and Outcomes Delphi Panel GP and SRA