Competency development and succession –
I am in "awareness" zone of this competency if:
This means I:
Uphold and promote laws, public policies, and best practices in competency development and succession planning.
Identify principles and tools for competency development and succession planning.
Stay current on new developments in competency development and succession planning.
Promote best practices for competency development and succession planning.
Introduce recognized approaches to competency development and succession planning.
Help improve competency development and succession planning processes, practices, and policies.
Help develop competency development and succession planning programs, policies, practices, and tools.
Consult the right resource for situations that call for a higher level of competency and expertise.
Competency development and succession –
I am in the « working knowledge" zone of this competency if I have mastered "awarness" zone and:
This means I:
Assess competencies within the organization and identify gaps between them as well as current and future organizational needs.
Design and roll out development programs, policies, practices, and tools that address social, technological, and environmental realities.
Establish knowledge and competency transfer processes within the organization.
Competency development and succession –
I am in the "full command" zone of this competency if I have mastered all previous levels and:
This means I:
Perform a diagnosis of the organization’s competency development and succession planning needs based on the business plan, organizational priorities, and the market.
Draw up an action plan to fill the gaps.
Develop and implement succession and career advancement strategies so the organization can fill key vacancies in a timely manner.
Test emerging approaches to competency development.
Provide guidance to individuals and organizations in order to clarify their needs for development in the short, medium, and long term.
Establish a culture of knowledge sharing and daily competency development in the organization.
Establish processes by which individuals can be responsible for their own development.
Plan adequately for the transfer of knowledge between individuals identified as the next generation and those currently occupying the jobs to be filled.
Share best practices and developments in competency development and succession planning within the organization.
Competency development and succession –
I am in the "expertise" zone of this competency if I have mastered all previous levels and:
This means I:
Spearhead innovation in competency development and knowledge transfer methods.
Communicate developments in competency development and succession planning (outside of the organization).
Competency development and succession –
I am in the "leadership" zone of this competency if I have mastered all previous levels and:
This means I:
Design innovative tools for competency development and succession planning.
Develop new models or conceptual frameworks for competency development and succession planning within the organization.
Take action to help the labour market and society as a whole progress in terms of competency development and succession planning.