Building the Next Generation Workforce

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Competency-Based Job Profiles
Building the Next Generation Workforce
Office of Personnel Management Washington, DC
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DESIGNING JOBS FOR THE FUTURE
Updated Classification Standards Job Related
Qualifications Targeted Recruitment New
Assessment Options
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Human Resource Management Applications
Compensation
Selection
Training Development
Succession Planning
Competencies
Career Planning
Organizational Alignment
Performance Appraisal
Classification
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Competency-Based HR Innovations
Common Language
Professional Journals
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Defining Todays Jobs

Old Method
New Method

• Knowledge, skills, abilities
• Jobs are defined as bundles
• of tasks
• Employees perform strictly
• definable tasks

• Competencies
• Jobs are defined
• by competencies
• Jobs are flexible

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COMPREHENSIVE WORKFORCECOVERAGE
Information Technology
Science Engineering
Trades Labor
Professional Administrative
Clerical Technical
Managerial
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To the Pilot and Beyond

• ConductStake-holder Briefings
• ConductLit. Review

• ConductFocus Groups
• Issue HRProfilefor comment

Revise profilebased on feedback Develop
Assessments/Recruitment Strategies
Evaluation-Ongoing

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Keys to Success

• Up-to-Date Classification Criteria
• Job Related Qualifications
• Targeted Recruitment
• Valid Assessment

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Qualification Standards
Old vs. New

• Time Served
• Occupation-specific
• Minimal requirements
• Limited assessment options
• Limits career mobility
• Paper-based, hard to use

• Whole person competency-based approach
• Optimal profile
• More assessment
• options
• Encourages career mobility
• Computer based, Internet access

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Organizational Practices Quality Candidates
Defined Position
Job Analysis
Critical Competencies
Realistic Job Preview
Valid Assessment Improved Job/ Person Match
Training and Development

New Hire
High Employer/ Employee Satisfaction
Increased Retention
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Competency Benchmarks

• Covers both general and technical competencies
• Used in a crediting plan or rating schedule
  in an open-ended format
• Used in vacancy announcements to articulate the
  job requirements and provide a realistic job
  preview

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Structured Interview

• Interview questions for both general and
  technical competencies
• Modular format agencies determine which
  questions to ask
• Benchmarks are used in scoring responses
• Training is provided on how to conduct a
  structured interview

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INTEGRATED HR APPROACH
RESULT DIVERSE AND HIGH QUALITY WORKFORCE

• GUIDELINES
• Classification Standard
• Job Profiles

• ASSESSMENT
• Internet Based
• Whole Person
• Training Needs

• RECRUITMENT
• Strategic Planning
• Workforce/Succession Planning
• Labor Market Research
• Outreach/Follow Through

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HR Solutions for the 21st Century
U.S. Office of Personnel Management Employment
Service