CIPD Ev Ev ent Pr es ent nta ati tion on on 10 January 2013
SKILLS MATRICES (CONCISE
& EAS EASY Y - TO - USE COMPETENCY FRAMEWORKS)
A l an Sp Al Speed eed MSc, MSc , MCMI, PMP PMP Management Improvements Ltd Tel 020 8660 9080 9080
[email protected] www.managementimprovements.co.uk
WHAT AR ARE E COMPETENCIES ?
The Knowledge Know ledge,, Skill ki lls, s, Beha Behavi viou ours rs & Qua Quali lifi fica cati tion ons s t hat Enable Enabl e a Person rs on to Perfor rf orm m a Job Role ol e to the th e Requir qu ire ed Standards Standards
3 TYPES OF COMPETENCIES
1. Input / Technical Competencies 2. Behavioural Competencies 3. Output / Results Competencies
INPUT COMPETENCIES That which a Person brings to a Job, e.g. • Knowledge • Technical Skills • Age, Health & Formal Qualifications • Interpersonal Skills • Attitudes, Beliefs & Values
BEHAVIOURAL COMPETENCIES How a Job Holder behaves at work, e.g. • Honesty • Team Player • Conscientious • Friendly Nature • Customer-Focused
OUTPUT / RESULTS COMPETENCIES Achievements of a Job Holder : •
Quantity of Work Produced
•
Quality of Work
•
Sales Revenues
•
Debts Recovered
COMPETENCY FRAMEWORKS Sets of Competencies required for success : • Organisation-Wide (Core Competencies) • Department Specific (e.g. Human Resources) • Job or Role Specific (e.g. Payroll Clerk)
DEVELOPING COMPETENCY FRAMEWORKS • Business Plan Analysis • Job & Task Analysis • Behavioural Interviews • Observe Highly Effective Performers • Use “ Off-the-Shelf” Frameworks - (e.g. NVQs, National Occupational Standards, MCI, etc.) • Representative Group Consultation & Involvement using “ METAPLAN” techniques.
COMMON PROBLEMS WITH COMPETENCY FRAMEWORKS Too Lengthy Unclear Language Not User-Friendly Ignore Technical Competencies Not Understood Not - Used
A REAL EXAMPLE OF A SMALL PART OF ONE ORGANISATION’S COMPETENCY FRAMEWORK
Would your people ever use something this complex & verbose
?
SKILLS MATRICES - DESIGN & BENEFITS Excel Worksheets are used to Clearly & Concisely show : 1.
The Sets of Knowledge & Skills (Competencies) required within a Successful Branch, Section or Department
2.
Existing Levels of Knowledge & Skills (Competencies) of Each Member of Staff in that Branch, Section or Department
3.
Knowledge & Skill Gaps
4.
Staff Flexibility
5.
Training & Development Needs of Each Member of Staff
6.
Knowledge & Skills Required by New Staff (at Time of Recruitment)
7.
Results of Training & Development Efforts & Initiatives
A BLANK SKILLS MATRIX MEMBERS OF STAFF
Skill Area 1
Skill Area 2
Skill Area 3
Skill Area 4
Skill Area 5
REMARKS
A B C D E F G H I J Existing No. of Skilled* Staff
*Staff at Levels 2 & 3
Ideal No. of Skilled* Staff
*Staff at Levels 2 & 3
Skill Shortages
OUR FIRST REAL SKILLS MATRIX For a Trade Finance Marketing Department of a Bank in London MEMBERS OF STAFF
Product Knowledge
Market Knowledge (Country/Commodity)
Risk Structuring & AssessPricing ment Transactions
Preparing Documentation
Computer Skills
Selling Skills
A B C y r y r y r t t t n n n u u u o o o C C C
s e i t i d s o l a m t e m o M C t E l i M f o O L S
k s i R e c k n a s i n i R F t i e d d e a r r C T
s n o i t a c i l p p A t i d e r C g g n i n r r u g i t n a c i u c p r i t r e r S P P
0 0 0 0 0 0
1 0 0
0 0 0
0 0
0 0 0
0 0 0 0 0 0
2 3 2 1
1 2 1 0 0 0 2
Henry Roberts
3 1 2 2 2 1
1 0 0
0 0 0
2 2
2 2 2
2 1 1 2 1 1
2 2 1 2
2 2 2 2 2 2 2
Helen Sharman
3 3 3 3 3 2
2 1 1
1 1 1
3 3
2 3 3
3 2 2 2 2 2
1 2 0 2
3 3 3 2 2 2 3
Ali Farhan
2 1 1 1 0 1
3 0 2
2 2 2
2 2
1 1 2
2 1 0 1 0 1
0 2 0 1
2 2 2 2 2 1 2
David Frost
2 2 1 3 3 3
0 2 0
2 0 3
2 3
3 2 2
2 3 1 3 3 3
1 2 0 2
3 3 3 3 2 1 3
Michael Davies
2 1 1 0 0 0
0 0 2
0 0 0
1 1
1 0 0
2 1 0 0 0 0
0 2 3 3
2 2 2 2 0 0 1
Joanna May
2 2 1 3 2 2
1 1 1
0 1 1
3 3
2 1 2
2 2 1 2 2 2
1 2 1 1
2 2 2 2 2 1 2
Stan Bennett
0 0 2 0 0 0
2 0 0
0 0 0
1 1
2 0 1
0 0 2 0 0 0
0 2 1 0
2 1 2 1 1 0 2
Existing No. of Skilled* Staff
6 3 3 4 4 3
3 1 2
2 1 2
5 5
5 3 5
6 3 2 4 3 3
2 8 2 4
7 7 7 6 5 2 7
Ideal No. of Skilled* Staff
6 6 6 6 6 6
4 2 3
2 2 2
7 7
7 7 7
6 6 6 6 6 6
2 8 3 8
7 8 8 7 7 7 7
3 3 2 2 3
1 1 1
1
2 2
2 4 2
4 4 3 3 3
1 4
e c n a e n i c s F n a e t d n i n d i d o a e F e B r r / s c n T C s e l a e d f e g b n e o t n a i r i u s n t i v F t r a i c a e k e r f t u c c r t a r o t e u o e t L G F R S S Susan Smith
Skill Shortages
e c n a e i n c s F n a e t d n i n d d o i a e F e r r B / s c n T C s e l a s d f e g b n e o t n a i r i u s n t i v F t r a i c a e k e r f t u c c r t a r o t e u o e t L G F R S S
t n i o P r l d e r e c o w o x W P E S I S S S B I M M M
s d e e N g g n g g g i i n p n n i t i n t c t i t a u g y c i e i n n t a f p t e i o w t o s n n s s g l o o e l e e r o d r l o P C I P C N F
1 1 1 2 5
H.R. DEPARTMENT SKILLS MATRIX Page 1 MEMBERS OF STAFF
XYZ Knowledge
s e i c l s i o e s P v e i t t c n c i e e v r e r j u b e t m t c O S r u r & & a t s p e t S y g c D p t e u u a d l e o r o r t r n G S P n o Z Z Z s r Y Y Y e X X X P A B C D E F G H I J Existing No. of Skilled* Staff Ideal No. of Skilled* Staff
Skill Shortages
Legal Knowledge
s e r ) l u a r w d e a w e n L a c e s L o r G s P w ( s e i a e l n t L i a w k n n y a i u t u b L c t e f t S r i r w a n & o T a e p l L S y p a t & m t y i O i r c t a h o n r l r l t l a e u s p t u t n a o e m a q d n C H E M E I . . . . . . K . . K . K . K , K . K U U U U U U
H.R. Planning
g g i n n i n n n n l a n a P l o t P n i r o n e e i t w s e o s R p e f c n c f a a u t M S S
H.R. Policy
g n i t a d p U n o i & t a u n n l o i o a t t i t v n a a e t r E a n m e p & p e o m r w l e e P i e v l k v e e p m o o R D I b y y d y c i c n i c i l l l o o a o P P H P . . f f . R R a . . . t R H H S H
Job Analysis Compensation & & Evaluation Benefits
) m e t s y S s Y n A o i t H p g i r i c n s s e U D ( b n o s o i t i s J a y g l u l n a a i n r v A a E p b e b o r o J P J
s y e e r c v n u s e S y g y e n i l r i r v g l a u n e l s g t i S a n S y s e I D e r & t a D e c l s a e r u t d S u t c n r u c a o i n t t u r n C e c t u o t t r S C & a S s t n i p y t i e i c r f g i e k a r s t l n a e r a a e M D P S B
Recruitment & Selection n o i t a t s s n n t r e o i t e v m a d u c s g i c f e A s n e i i s o t e / t g c d t a s e D e e y a i c d e p l p d d T n & e e S w o i c r C d n n i n o e c a r f t o n n a C t e f n s C f e R f e r K a d e t f t m o e e m o o g S n s h P k i g g l n w o r t l i n i u & a r i n i n e p k c s s i c y l c l r b M e c S i s a N e r u g P k t o t r f u b J n R o o n S o r o e i S & O g g S l C n n / w n n m l a e e i o g i i o r t i i r a n i d t t d e a u a r n r v u c n c t r i t r p c p e t a e e i e t u l t l t e e e r e r t x t p e e d n n n P R P I E I A S V I R
PREMISES DEPARTMENT SKILLS MATRIX Page 1 MEMBERS OF STAFF
XYZ Knowledge
s e i c l s i e s o v e P i t c t c i v n e e e r j r e m b u t O t c S r u r & & a t s p e t S y g c D p t e u l u a d e o o n r r r t G S P n o Z Z Z s r Y Y Y e X X X P A B C D E F G H I J Existing No. of Skilled* Staff Ideal No. of Skilled* Staff
Skill Shortages
Legal Knowledge
s e r ) l u a r w d e a w e n L a c e s L o r G s P w ( s e i a l e n t L i a w k n n y a i u t u b L c t e f t S r i r w a n & o T a e p l L S y p a t & m t i y i O r c t a o n r l r h l t s t e a p t u n l a u o e m a q d n C H E M E I . . . . . . K . K . K . K , K . K . U U U U U U
H.R. Job Analysis Compensation & H.R. Policy Planning & Evaluation Benefits
g g i n n i n n n n l a n a P l o t P n i r o n e e i t w s e o s R p e f f n c a a c u t M S S
g n i t a d p U n o i & t a u n n l o i o a t t i t v n a a e t r E a n m e p & p e o m r w l e e P i e l v p k v e m o e D I o R y y b y c i c d c i n i l l l o o a o P P H P . . f f . R a R . R . t . H H S H
) m e t s y S s Y n A o i t H p g i r i c n s s e U D ( b n o s o i t i s J a y g l u l n a a i n r v A a p E b e b o r o J P J
s y e e r c v n u s e S y g y e n i l r i r v g l a u n e l s g t i S a n S y s e I D r e & t a D r e c l s u a e u t d S t c n r u c a o i n t u t r n C e c t u r S o t t C & a S s t t n i p y i e i c r f g t e k a r s i l n a e r a a e M D P S B
Recruitment & Selection n o i t a t s s n n t e o r i t e v m a d u c A s s g i f e e t n s c e i i o / t g c d t a s e D e e y a i c d e p l p d d T n & e e S w o i d c r C n n i n o e c a r f t o n n a C t e f f n K e s C e r t e f f a d R t o m e e m o o g S n s h P k i g g l n w o r t l n i u c s i & a r i n i n e p k s i c y l l c r b M c S s i a N e r u g P k t o t e r f u J n R o o n S b o r o i & n O C g e g S S n l / w n t m n l a e e i o g i i o r i i r n i d t t d e a r u a a t n r v u c n i t e t c p c p r i a e r u l t l t t e e e e e r e r t x t p e e d n n n P R P I E I A S V I R
SUSAN’S INDIVIDUAL SKILLS MATRIX Background Knowledge
Accounting
Trade Processing
Confirmations
Clearing & Settlement
t i C s n q t p o l u e r a i c / e e e i u e r s l a V u m R d e B / P F P l V r R u y C g t s s t t t e r n n n u e c n n o o & i e e e R g o t t e L n D a t n m & m m m t e a l l e u u i u u u u k r t r t r k r t f r h a t g r o c t o s s s a c x g r e e a c s n n n n P I I I M E L R M A I
s s e e d i t ) a . a r r c t a t T P a e / d , D e C s l c l i d h t a n t i a C t e w ( S m g s y n g A s r t i n e s i e r o l r & t i a s n a P t u d c e s e / p e u c s l t e r D C a l o r c e s s h & C c n g P o t r i t a n I n s P w n t a t i n x a e n i s C e F i o x a n m D t T , / e o r c u m e i t t t y a l t A e g i r t a e i s s t n o n n L t t d e R s S l t a P I E r o s s p o h e U e e p e e - d c a r r h r t t e p o i g e a r w t r o n A S T P S I C W
g n M T i h A R c R A t a T B M g n g l i n a s i s u u s n s u e c a n s i n M i o o o i v t & t n a a I ' e m m r s r r c i i e n f f a n k u o n o s C C o r s y I r B r e y n t a o a k i t P o r P a / B & C m r h k k i f c c c n t e e o a h h C M C C
FX Spot
2
2
1
0 n/a 1
1
1
0
1
0
0
3
2
3
3 n/a n/a n/a
3
4
4
0
n/a 4 n/a 2
FX Forwards
2
2
1
0 n/a 1
1
1
0
1
0
0
3
2
3
3 n/a n/a n/a
3
4
4
0
n/a 4 n/a 2
FX Swaps
2
2
1
0 n/a 1
1
1
0
1
0
0
3
2
3
3 n/a n/a n/a
3
4
4
0
Money Market Loans & Deposits
2
2
1
0 n/a 1
1
1
0
1
0
0
3
2
3
3 n/a n/a n/a
3
4
4
0
Certificates of Deposit (CDs)
2
2
1
0 n/a 1
1
1
0
1
0
0
3
2
3
3 n/a n/a n/a
3
4
4
0
Competency (Knowledge/Skill) Levels 5 = Expert 4 = Highly Competent 3 = Reasonably Competent 2 = Under Training or Needs Refresher 1 = Low / Very Basic 0 = None
) s t ) t t s n n n e e e i e t g r y m m ) m s n i n a g e u c u e o t r t r t i r P r i i / l e t t o s u t o s r s , t C o n a q c p n o I n n e u A i u n t d R s S I E l e & i a R a i e l Z r n F h g v m n h ( o i Y e u n e & s t i g t c C r t X T l p R n o n f a f r r a f o e & t i e o o & C o M f s e n a n ( s k m e c i K o c e e & d s - i o i e i k n r s r g o i t f i ( t a i o u n t u R o a r
s e g s a n s o s i t e s c M e u r t e g a s v s n s i n o I e s i c e t e M c r a u e R T t r l c s F & I n o s r e y W I r e P r u u a r r S a E u t d e P e e d n e l T s e e c c s c m o a I a r r F o e P e o e r l l W u l t e E e P t g S R e R n e / e / g S i r r n n i r e i y a f y f g a p i a d r r p i r e a l r e e r e r a e C T M P V P V ) c t e ) s / C I B S S S c H i n / r ( a s e e l c r u o d r u E e c s ( o
Recs & Invests
Risk Control
s k s a T s p O y r u s a e r T r o f e c n e t e p m o C l l a r e v O
s n o i t a i l i s c n n o o i t c a e s i l R i m c ) l s i a n s i o i e a l C c t F r f t e i o s R u e r ) c e n e h S o t i s ( t n a y a I g C y i l ( d t t o s a k t n s e n v a u n e B C I P
s l r s o t n t g n n i o e S C m r l a u r e n t s g n r e n t a I n s D I i t & h n t a f s v o r o r l s r e k E e s f R i R o f l n o a i o e n i g o t d i t n e l a g r w e o c p e o n O R K
4 n/a n/a
0 n/a 2
0
0
3
3
2
4 n/a n/a
0 n/a 2
0
0
3
3
2
n/a 4 n/a 2
4 n/a n/a
0 n/a 2
0
2
3
3
2
n/a 4 n/a 2
4 n/a n/a
0 n/a 2
0
2
3
3
3
4 n/a n/a
0 n/a 2
0
2
3
3
3
2
4 n/a 2
Government Bonds & Treasury Bills
0
0
0
0 n/a 0
0
0
0
0
0
0
0
1
1 n/a n/a 0
0
0 n/a n/a n/a
1
0 n/a n/a n/a n/a n/a
0
0
0
0
0
0
0
0
Eurobonds
0
0
0
0 n/a 0
0
0
0
0
0
0
0
2
2 n/a n/a 0
0
0 n/a n/a n/a
0
0 n/a n/a n/a 0
0
0
0
0
0
0
0
0
1
Floating Rate Notes (FRNs)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
1
1 n/a 0
0
0
0 n/a n/a n/a
1
0 n/a n/a n/a 0
0
0
0
0
0
0
0
0
0
Euro Medium Notes (EMTNs)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
1
1 n/a n/a 0
0
0 n/a n/a n/a
1
0 n/a n/a n/a 0
0
0
0
0
0
0
0
0
0
Asset Backed Securities (eg Fannie Maes)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
1
1 n/a 0
0
0 n/a n/a n/a
1
0 n/a n/a n/a n/a n/a
0
0
0
0
0
0
0
0
Bond Lending
0
0
0
0 n/a 0
0
0
0
0
0
0
0
1
1 n/a n/a 0 n/a
0 n/a n/a n/a
1
0 n/a n/a n/a 0
0
0
0
0
0
0
0
0
0
Tri-Party Repos (Eurobonds at Euroclear)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0 n/a n/a 0 n/a
0 n/a n/a n/a
0
0 n/a n/a n/a 0
0
0
0
0
0
0
0
0
0
Interest Rate Futures (Exchange Traded)
0
0
0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a n/a n/a
0 n/a n/a 0
0
0
0 n/a 0
0
0
0
0
0
Interest Rate Options (Over-the-Counter)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0 n/a n/a n/a n/a
0 n/a n/a n/a
0 n/a 0
0
0
0
0
0
Bond Options
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0 n/a n/a 0 n/a
0 n/a n/a n/a
0
0
0
0
0
0
0
Forward Rate Agreements (FRAs)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a
0 n/a 0
0 n/a n/a
0 n/a 0
0
0
0
0
0
Cross Currency Swaps
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a
0 n/a n/a n/a
0
0 n/a 0
0 n/a n/a
0 n/a 0
0
0
0
0
0
Interest Rate Swaps (IRS)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a
0 n/a n/a n/a
0
0 n/a 0
0 n/a n/a
0 n/a 0
0
0
0
0
0
Caps / Floors / Collars
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a
0 n/a n/a n/a
0
0 n/a 0
0 n/a n/a
0 n/a 0
0
0
0
0
0
Asset Swaps (Bonds with Embedded Swap) 0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a n/a
0
0 n/a 0
0
0
0
0
0
0
0
0
Swaptions
0
0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a
0 n/a n/a n/a
0
0 n/a 0
0 n/a n/a
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0
0 n/a n/a n/a n/a
n/a 0 n/a 0
0
0 n/a n/a
0 n/a n/a n/a 0
n/a 0 n/a 0
0
0
0
0
0
SUSAN’S DEPARTMENTAL SKILLS MATRIX FX
Money Markets
s d r s p t a o w r a p o w S F S X X X F F F
s t i s o ) p s e D D C & ( t s i s n o a p o e L D t f e o k r s a e M t a c y i e f i t n r o e M C
) s e a M s ) e l l s i i N n B n T a y r M F u E g ) ( s s e a ( e N s r e s t R T e o i F t ( N i & r s u s e m c d t r n o e e s o S N T B g o e m d p t t n e i e n s a i u k d R e d R d c n a m n g e e y n r o n M B L t r b a t o t e o i d e v r a r s n P o u s o i o u l r G E F E A B T
1985
4
4
4
4
4
3
3
3
3
3
1
1
2
2
1
4
3
3
3
3
1
5 = Expert 4 = Highly Competent 3 = Reasonably Competent 2 = Under Training or Needs Refresher 1 = Low / Very Basic 0 = None
Job / Position
Join Date
John
Manager
Helen
Assistant Manager
1988
4
4
4
4
4
3
4
4
4
3
0
0
2
1
0
4
4
4
4
4
3
Senior Clerk
1996
3
3
3
3
2
2
4
4
4
4
2
2
4
2
2
4
4
4
4
4
3
Rachel
Clerk
2000
0
0
0
0
0
2
3
3
2
0
0
0
1
0
0
1
3
3
2
3
0
Emma
Senior Clerk
1992
3
3
3
4
4
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Martin
Clerk
2000
3
3
3
3
3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Susan
Clerk
1994
2
2
2
3
3
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
5
5
5
6
5
2
4
4
3
3
0
0
1
0
0
3
4
4
3
4
2
5
5
5
5
4
4
4
4
4
4
3
3
3
3
3
4
4
4
4
4
3
1
1
3
3
2
3
3
1
Ashok
Derivatives
) p a w S ) ) d r d e e e d t d n a d r u o e ) T C b s e A m g e R E n h F a t n ( h r a ) s c e t h x v S t n i O E R e s I s w ( ( ( r m p s s s a d e a s l n e l r i w e o r S p o n u t a t g w C o u p ( F O s A y c S / B e n e s e t e n t e t r s t a o r o a a i R r a o p s l a R R t w n p d u R F S t t O o r C t i / s s s t e r e d a s e s t r r e s w o e p s p a r e t e n t t a s w o o r n n n C A S I I B F C I
Competency Levels
Name
Capital Markets
Existing Number of Skilled Staff Count Staff at Levels 3, 4 & 5 Ideal Number of Skilled Staff Skill Shortages
(To Handle Workload) (Ideal minus Existing)
2
1
1
EXAMPLE COMPETENCY LEVELS 2 LEVELS Not Competent - Competent
3 LEVELS Basic - Intermediate - Advanced
5 LEVELS None - Low - Under Training - Competent - Expert
RECOMMENDED APPROACH FOR CREATING USEFUL SKILLS MATRICES 1.
Project Approach - Sponsor & Project Team
2.
Local Involvement - Using “ Metaplan” Techniques
3.
Develop Departmental & Job Function Specific Competency Frameworks
4.
Industry Benchmark Sanity Check
5.
Strategy Sanity Check - Objectives, Values, Products, etc.
6.
Self - Assessment of Competencies
7.
Supervisor & Manager Review
8.
Link with Existing Processes for Performance Management & Appraisal, Training Needs Analysis, Recruitment, Selection, Career Planning & Talent Management.
COMPETENCY FRAMEWORKS & SKILLS MATRICES
Any final questions, comments or experiences ?
