Introducing Competency-Based Employee Performance ...
Introducing Competency-Based Employee Performance ... Introducing Competency-Based Employee Performance ...
Pilot „Next Steps‟ • Secure pilot endorsement from management • Confirm participant strategy • Confirm project advisory structure • Implement 3-stage pilot in „real time‟ (12 mos.) • Evaluate tools and process throughout the CBPM cycle (“Participant Checkin”) • Recommendations • Close project – lessons learned
Strategies to Move Forward & Lessons Learned • Have a „lead‟ within the agency • Build on existing capacity • Identify & collaborate with internal & external „partners‟ • Engage leadership, ensure their support & keep them in the loop ◦ Director‟s meetings, one-on-one meetings, email updates, opportunities for input
- Page 1 and 2: Introducing Competency-Based Employ
- Page 3 and 4: Background • September 2007 - Cor
- Page 5 and 6: What is Competency-Based Performanc
- Page 7 and 8: • Step 1: Become knowledgeable ab
- Page 9 and 10: Competencies • Professional and t
- Page 11 and 12: Toolkit Overview Section 1 - Leader
- Page 13 and 14: Performance Management E Learning W
- Page 15 and 16: Background • Previous work at MLH
- Page 17 and 18: Consultation with Stakeholders •
- Page 19 and 20: Competencies • Public health nurs
- Page 21 and 22: Face Validity • Extent to which a
- Page 23 and 24: Other recommendations • Examples:
- Page 25 and 26: Competency Categories & Indicators
- Page 27 and 28: „Next Generation‟ Nursing PM To
- Page 29 and 30: V 2.0 Toolkit Adaptation Process Ac
- Page 31 and 32: Step 1: Tools Preparation Technical
- Page 33 and 34: Pilot Implementation Process Stage
- Page 35 and 36: Pilot Implementation Process Stage
- Page 37: Proposed Participant Strategy • 2
- Page 41 and 42: Strategies to Move Forward & Lesson
Strategies to Move Forward &<br />
Lessons Learned<br />
• Have a „lead‟ within the agency<br />
• Build on existing capacity<br />
• Identify & collaborate with internal &<br />
external „partners‟<br />
• Engage leadership, ensure their support &<br />
keep them in the loop<br />
◦ Director‟s meetings, one-on-one meetings,<br />
email updates, opportunities for input
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