Competency Based Assessments

Competency-based assessment tools are used to assess a person’s competence, whether demonstrated, true or acquired. The exercises are customised to reflect the person’s real work environment and are directly related to their required outputs. Simulated exercises include typical problems experienced in the workplace and tasks vary in level of complexity.
Our approach follows a four-phase model:
During this phase, stakeholders related to the position meet as a focus group and follow a structured process to define, discuss and prioritise job-relevant competencies. The session culminates in a competency profile, indicating the essential and desired competencies for the position in question. The resulting report contains information relating to the purpose of the role, job objectives, job-specific requirements, competency requirements, and competency definitions.
Phase 2: Behavioural Assessment
This level assesses the overall compatibility of each individual to the identified competencies by determining the individual’s personality profile . The resulting profile is then matched against the job profile as determined in phase 1. 
Phase 3: Skills Assessment
The focus of this level is on the skill sets required for the position. The competencies determined earlier allow us to draw up a defined skills matrix, which is used to guide the structure of the assessment. This includes both a behavioural and knowledge-based component. A Portfolio of Evidence completes the skills assessment process, with all candidates receiving feedback on their results and identified development areas.
Phase 4: Personal Development Planning
In this phase each candidate receives a Personal Development Plan (PDP) highlighting all areas of development as identified during the behavioural and skills assessment, with recommended activities for each identified need. Both the individual and their relevant manager must co-create and agree to an action plan designed to address the developmental needs of the PDP.