{"id":25668,"date":"2026-04-23T22:54:11","date_gmt":"2026-04-24T02:54:11","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/?page_id=25668"},"modified":"2026-04-23T22:54:11","modified_gmt":"2026-04-24T02:54:11","slug":"advanced-competency-modeling-agenda","status":"publish","type":"page","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/advanced-competency-modeling-agenda\/","title":{"rendered":"Advanced Competency Modeling &#8211; Agenda"},"content":{"rendered":"<section class=\"l-section wpb_row height_large\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><section id=\"content\">\n<div id=\"post-17081\" class=\"post-17081 page type-page status-publish hentry\">\n<div class=\"post-content\">\n<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\">\n<div class=\"fusion-builder-row fusion-row\">\n<div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-one-full fusion-column-first fusion-column-last\">\n<div class=\"fusion-column-wrapper fusion-flex-column-wrapper-legacy\">\n<div class=\"fusion-text fusion-text-1\">\n<h2 class=\"f-fp fusion-responsive-typography-calculated\" data-fontsize=\"16\" data-lineheight=\"24px\"><span style=\"color: #86415c;\">Advanced Competency Modeling Workshop \u2013 2 Day Agenda<\/span><\/h2>\n<ul type=\"square\">\n<li>Creating <a href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\"><span style=\"color: #86415c;\">Technical Competencies<\/span><\/a><\/li>\n<li>Alternative Approaches to Job <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/competency-modeling-2\/\">Competency Modeling<\/a><\/span> (All Competencies)<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"16\" data-lineheight=\"24px\"><span style=\"color: #86415c;\"><strong>Day 1 Creating Technical Competencies<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>8:00 AM Pre-Workshop Refresher (Optional)<\/strong><\/span><\/p>\n<p>Review of <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/\">Workitect<\/a><\/span>\u2019s six-step model building process \u2013 For participants who have attended <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/\">Workitect<\/a><\/span>\u2019s <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/building-competency-models\/\">Building Competency Models<\/a><\/span> workshop, but need a \u201crefresher\u201d, and for those who have not attended the workshop and have little or no experience <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/building-competency-models\/\">building competency models<\/a><\/span>.<\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>9:00 AM Introduction, Overview, Review of Agenda<\/strong><\/span><\/p>\n<p><span style=\"color: #86415c;\"><strong>Why identify technical and professional (functional) competencies<\/strong>?<\/span><\/p>\n<ul type=\"square\">\n<li>What is the potential value to the organization and to HR &amp; L&amp;D? In what ways can <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\">technical competencies <\/a><\/span>be used?<\/li>\n<\/ul>\n<p><span style=\"color: #86415c;\"><strong>Criteria for a good set of <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\">technical competencies<\/a><\/span> for a department<\/strong><\/span><\/p>\n<ul>\n<li>How many to have, how easy to assess, and do they facilitate intended HR applications?<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>10:00 AM Break<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>10:15 AM Conceptual Framework<\/strong><\/span><\/p>\n<p>A conceptual framework for thinking about <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" title=\"Technical Competencies\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\" data-internallinksmanager029f6b8e52c=\"12\">technical competencies<\/a><\/span>: knowledge areas, technical skills, narrow and broad, levels for <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\">technical competencies<\/a><\/span>.<\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><strong>Writing Technical Competencies<\/strong><\/p>\n<ul type=\"square\">\n<li>Review a sample competency and a sample set of <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\">technical competencies<\/a><\/span> for a department and for a job.<\/li>\n<li>Practice writing definitions and levels for a familiar knowledge area and for a familiar technical skill area.<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>12:00 PM Lunch<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>1:00 PM Writing Technical Competencies \u2013 continued<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>Data Collection Tools<\/strong><\/span><\/p>\n<ul type=\"square\">\n<li>Process guide for working with SMEs to identify competencies for an area and definitions for levels for each competency.<\/li>\n<li>Interview guide for Technical Job Requirements Interview for use with jobholder or managers of jobholders to identify technical job requirements.<\/li>\n<li>Process guide for facilitating a discussion with a department\u2019s management and SMEs to map technical competency requirements to jobs.<\/li>\n<li>Practice in pairs interviewing a SME, with each participant as an SME in his\/her own department.<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>3:00 PM Break<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>3:15 PM Technical Job Analysis Interview<\/strong><\/span><\/p>\n<p>Practice conducting the Technical Job Analysis Interview with each participant as a jobholder in same department.<\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>Mapping Competencies<\/strong><\/span><\/p>\n<ul type=\"square\">\n<li>A process for facilitating a meeting of management and SMEs to map a set of <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\">technical competencies<\/a><\/span> to the jobs in a department.<\/li>\n<li>Participants practice mapping <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\">technical competencies<\/a><\/span> to the jobs.<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>Assessment Tools<\/strong><\/span><\/p>\n<p>Developing assessment tools and processes for <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/technical-competencies\/\">technical competencies<\/a><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>Implementing a Project<\/strong><\/span><\/p>\n<ul type=\"square\">\n<li>General planning steps<\/li>\n<li>Participants identify steps to get a project going in their organization.<\/li>\n<\/ul>\n<p><span style=\"color: #86415c;\"><strong>5:00 PM Adjourn<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"16\" data-lineheight=\"24px\"><span style=\"color: #86415c;\"><strong>Day 2<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>Alternative Approaches to Model Building (Non-Technical Competencies)<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>8:30 AM Innovations in Gathering and Analyzing Data<\/strong><\/span><\/p>\n<ul type=\"square\">\n<li>Conducting \u201cCompetency Elaboration\u201d interviews with persons nominated as high performers, and\/or their managers, to obtain examples of how behaviors and approaches have been found to be effective.<\/li>\n<li>Beyond structured event interviewing and behavioral event interviewing.<\/li>\n<li>Using interviews with persons nominated as high performers in specific areas,\u00a0to flesh out pre-identified competency domains.<\/li>\n<li>The Virtual Resource Panel as a way to gather resource-panel-like data from a broad or geographically dispersed set of stakeholders.<\/li>\n<li>Interviews with bosses of incumbents<\/li>\n<li>Surveys for data collection and validation<\/li>\n<li>Use of on-line surveys to gather qualitative data about a target job. Constructing an on-line survey and using thematic analysis of the results.<\/li>\n<li>Using resource panels for one-size-fits-all models.<\/li>\n<li>Collecting data to build a one-size-fits-all model for jobs at a particular organizational<\/li>\n<li>Following up with jobholders or managers of jobholders to get reaction or additional information, such as ideas about how a competency can be demonstrated effectively (conceptual suggestions about behavioral indicators).<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>12:00 PM Lunch<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>1:00 PM Alternative Architectures for Competency Models<\/strong><\/span><\/p>\n<ul>\n<li>Ways to manage complexity in <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/competency-models\/\">competency models<\/a><\/span>.<\/li>\n<li>Examples of single-job, one-size-fits-all, and multiple models for multiple jobs.<\/li>\n<li>Separating a set of foundational competencies that should normally be present in someone on entry into the target job.<\/li>\n<li>Presenting a model as a hierarchy of skill areas.<\/li>\n<li>Competency Levels \u2013 leveling leading to hybrids, e.g. one-size-fits-all with levels.<\/li>\n<li>Global Applications.<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>2:45 PM Break<\/strong><\/span><\/p>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>3:00 PM Linking Tasks to Competencies.<\/strong><\/span><\/p>\n<ul type=\"square\">\n<li>Building a model around main tasks and how to perform each one in an outstanding way.<\/li>\n<li>Conducting Task Performance Interviews, another version of Job Analysis Interviews, with high performers and managers of high performers to identify how each task needs to be performed.<\/li>\n<li>Exercise: Participants practice interviewing and writing task-based competency descriptions.<\/li>\n<li>Assessment tools.<\/li>\n<\/ul>\n<p class=\"fusion-responsive-typography-calculated\" data-fontsize=\"18\" data-lineheight=\"27px\"><span style=\"color: #86415c;\"><strong>Competency Assessments (after models are built)<\/strong><\/span><\/p>\n<ul type=\"square\">\n<li>Creating a framework for baseline assessments of competencies of population.<\/li>\n<li>Assessment tools<\/li>\n<li>Creating a <span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/building-competency-models\/\">competency based training<\/a><\/span> and development process to support model implementation<\/li>\n<li>Formal assessment examples<\/li>\n<\/ul>\n<p><span style=\"color: #86415c;\"><strong>5:00 PM Adjourn<\/strong><\/span><\/p>\n<p><span style=\"color: #86415c;\"><a style=\"color: #86415c;\" href=\"https:\/\/demo.wwwebdesignstudios.com\/client05\/advanced-competency-modeling\/\">BACK<\/a><\/span><\/p>\n<\/div>\n<p class=\"fusion-clearfix\">\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-2 nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\">\n<div class=\"fusion-builder-row fusion-row\">\n<div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-1 fusion_builder_column_1_1 1_1 fusion-one-full fusion-column-first fusion-column-last\">\n<div class=\"fusion-column-wrapper fusion-flex-column-wrapper-legacy\">\n<div class=\"imageframe-align-center\"><\/div>\n<p class=\"fusion-clearfix\">\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>\n","protected":false},"excerpt":{"rendered":"Advanced Competency Modeling Workshop \u2013 2 Day Agenda Creating Technical Competencies Alternative Approaches to Job Competency Modeling (All Competencies) Day 1 Creating Technical Competencies 8:00 AM Pre-Workshop Refresher (Optional) Review of Workitect\u2019s six-step model building process \u2013 For participants who have attended Workitect\u2019s Building Competency Models workshop, but need a \u201crefresher\u201d, and for those who...","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":"","_wp_rev_ctl_limit":""},"class_list":["post-25668","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - 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