Use of competencies

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Use of competencies

• In vocational orientationa matching process

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The way towards work a (dynamic) process
Individual with self responsibility/ dynamic -
circular?
WORK
Determination of pathway
Determination of job target
execution
Training Course Care
Application
Job target
Self exploration labour market exploration
job target
Positioning oneself on the labour market
reality test
Orientation centre supports these components
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Think in terms of competencies
Match?
Job seeker
Profession/function/job offer
Target groups
Opportunities
Description in the CO.BR.A-files Function
analysis Elaborating job offers
How to detect? Storing them in a job seekers
file
competencies Being/wanting/knowingattitude/motiv
ation/skills
demanded competencies Key competenciesTechnical
competencies
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Competency VDAB definition

• A competency is
• a real and individual capacity to use
• knowledge (theoretical and practical),
• technical skills and
• soft skills
• in acting,
• within and in view of
• the concrete, everyday and altering working
  situation and
• personal and society bound activities.

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Vocational orientation tools
Orientation dimensionsON MY SIDE
CO.BR.A -files
Vocational orientation based on Competencies
Competency dimension
BORCOMP- professions
ABILITY
Competencies
Hard skills
Worth exploring
BEING
Soft skills
Motivation
WANTING
BORINT- professions
Interests
Vocational orientation based on interests
Situation world of professions
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BORCOMP

• Vocational orientation based on competencies

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step -1 deciding on the use of the instrument

• From the view point of the counsellor
• Will the use of the instrument be to the
  customers advantage?
• Can I use the instrument?1. Do I know the
  possibilities and the limits of the
  instrument?2. Am I able to apply the
  instrument?3. Is the customer able to use the
  instrument? What kind of guidance should I offer?

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BORCOMP setting
C O B R A
MATCHING via algorithm
List of matching occupations, in descending order
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Step 1 chose the result level

• What occupational level do you want the results
  to have?
• Occupations suitable for everybody, no training
  needed
• For which a minor training or low diploma
  suffices
• Thorough training needed or secondary school
  diploma
• Higher education or training necessary
• University studies or management training needed
• Choose
• 1 level
• 2 adjacent levels
• all levels
• What you choose is what you get
• Occupations that were originally put on the
  chosen scale
• The narrower the chosen level, the more accurate
  the results are

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Question marks are there to help
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Step 2 evaluate your key competencies

• 73 key competencies personal behavioural
  competencies that occur in every occupation
• Presented in sets of 11
• Additional description in pop-up
• Scoring these competencies
• 0 not at all
• 1 limited
• 2 good
• 3 very good
• Honest self description, please!

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Evaluate your key competencies
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Step 3 the professional competencies

• Elaborate your own questionnaire not too long
  and not too short tailor made
• 3000 competencies in COBRA, arranged in 19
  domains (occupational groups) and 158 competency
  clusters
• Click open those branches where you expect to
  find your competencies
• Tick the subgroup that accords to your
  competencies (even if it is not completely so)
• Pop-up for more explanation
• You need to tick at least 1 subgroup to receive
  any result, but ticking several subgroup will
  make the results much more relevant.

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19 main groups
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More information content pops up
?
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Main groups opened up
?
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In the black box

• 555 occupations, 3000 competencies, how to match?
• The need of an inventory of competencies to
  provide matching possibility
• Score
• Essential? 1000 points
• Extra? 400 points
• Important but not essential? 250 points
• Professional skills per group (source of
  mistake)
• Is the ticked key competency
• 0 1 of the points
• 1 25 of the points
• 2 66 of the points
• 3 100 of the points
• The choice of the occupational level is so
  important 1/3 of the points
• No other factors!
• Counting the points per occupation
• gt85 definitely feasible
• gt70 feasible on condition of a certain effort
• gt50 hardly feasible

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Step 4 matching occupations

• Result of the algorithm in the black box is a
  list of all feasible occupations, in descending
  order of feasibility (10 to sometimes gt 50)
• 4 classes
• definitely feasible
• feasible on condition of a certain effort
• hardly feasible
• not feasible (are not shown)
• Not shown occupations can be consulted via the
  complete list of occupations

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Results
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Step 5 explore your match per occupation

• Click a shown occupation in the resulting list.
• You will see a report on the accordance that this
  occupation shows with all ticked competencies
• Is the choice of level right?
• Do you have the competencies that are
  essential/extra/important?
• What key competencies (soft skills), technical
  competencies do you possess that are demanded by
  the occupation?
• What are the necessary competencies for this
  occupation that you have not ticked?
• If you understand here that
• You did not score the correct competencies or you
  did not score some competencies correctly, you
  can always adapt your score (remain honest!)
• You chose a occupational level that is too high
  or too low, you can point another level and have
  the match redone
• Do you want to know more on this occupation
  (CO.BR.A file, the Labour market situation,
  present job offers)? Click on!

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CO.BR.A description of the occupation
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Labour market information
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Labour market information
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Present job offers
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Step 6 adapt your input

• Starting from the list of results you can always
  return to the previous screens.
• You can adapt (whenever)
• the occupational level
• your scores for the soft skills
• the different technical competency groups (add
  groups, delete groups)
• This way you get an adapted list of results

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Sources of misunderstandings

• Sometimes one hears this is a bad test or the
  test is lying
• Think of the following items
• The occupations shown are scaled at the level
  that was chosen
• BORCOMP does not take into account interests,
  diploma, certificates, work conditions only
  competencies.
• Was the self judgement honest and objective?
• Were all available competencies taken into
  account?
• The black box works from technical en pragmatic
  point of view- with all competencies from a
  ticked cluster. This can cause some inaccuracy
  for some customers.
• BORCOMP gives information. BORCOMP tells you in
  what occupations the competencies occur that you
  pointed out
• It tells you what competencies you have and dont
  have for a certain occupation.
• BORCOMP does NOT tell you what you HAVE to DO!!!

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New Project

• International (Leonardo) project (Be, UK, Fr)
• Integration of BORCOMP and BORINT
• Additional filters eg personal features,
  medical indications (handicaps), work domains
• As to obtain lacking competencies there is a
  consequent link with training courses or studies
• End of project operational prototype by 08/ 2011

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New Project
VDABBorcomp
CASCAiDADOLKUDOS
Want to integrate interests and competences as
basis for orientation Want a scientific
validation of competency clusters Want a link to
training programs/studies Want a filter on
medical defiance, personal features,
Want to integrate technical competences in
ADOL Want to have LM-information system
Vocational orientation tool
Want to develop a study orienting toolWant to
integrate the choices experience in this
project Want medical factors to co-determine the
output of orientation tool
Are interested in competency clusters
INOIP de compétences vers les formations, par
intermédiaire des professions
GO!Choices experience and database
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New Project
Occupations
Competencies
Studies
Prototype of the orientation system
Training courses
INTERESTS
Medical factorspersonal features
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MACOMVAC
Matching of vacancies and job seekers by means
of competencies

• Job offers are put in, in terms of competencies
• Competencies can be found starting from
  occupations, sector, competency structure or
  headword
• Candidates are tested on key competencies ánd
  technical competencies

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MACOMVAC

• Job seekers undergo test on key competencies
  (only once), on-line
• First matching on key competencies
• Good candidates receive second test, on technical
  competencies, for a number of job offers
• Best candidates on both tests are presented to
  the employer

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MACOMVAC

• Experiment in the Aalst region
• Methodology on how to formulate job offers in
  terms of competencies
• Selection of a large number of candidates (at
  random or slightly directed)
• Testing of the matching engine
• Comparison of the results to the present matching
  results (by occupation, etc)
• Presentation of the results to employers

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MACOMVAC

• Co-operation between VDAB and Case Builders
• Start of project 1/12/2008
• Start of experiment 3/11/2009
• End of experiment 15/12/2009
• Evaluation 01/2010
• Dissemination from 03/2010 onwards
• Short demo test