Competency Assessment Activities

Providing Consultation, Reviewing, and Monitoring Competency Assessments

1

Blank Information Technology (IT) Competency Assessment Forms:

• General IT Banded Classes
• Management IT Banded Classes

Sample Competency Assessment Forms:

• General IT Banded Class
• Mental Health IT Banded Class
• Public Health IT Banded Class

Blank Law Enforcement (LE) Competency Assessment Forms:

• Blank for Public Safety Officer
• Blank for Public Safety Supervisor

Sample Competency Assessment Forms:

• Sample for Public Safety Officer
• Sample 1 for Public Safety Supervisor
• Sample 2 for Public Safety Supervisor

Competency Assessment Guides for Rollover:

IT Guide

LE Guide

Performance Management / Competency Assessment Policy
(to be added)

• Provide training to any supervisors and hiring managers who were unable to attend sessions. Refer to training section for materials and references.
• Provide technical consultation as requested from supervisors and hiring managers who need help in determining compentency levels and writing clear documentation (summary statements) on the competency assessment form.
• Note: The competency profiles for each banded class are located in the Job Family section.

2

Sample Career Development Plan (to be developed)

Aggregate Leveling Forms:

• IT Aggregate Leveling Form
• LE Aggregate Leveling Form
• LE Supervisors Aggregate Leveling Form

• Collect, review, and file completed competency assessment forms in employees' personnel files. Review to make sure that the forms correctly reflect the following or provide consultation to help the supervisor:
  • Summary statements in the documentation section clearly support the levels selected.
  • Appropriate Career Development Plans (to develop higher level competencies) are completed.

3

4

• Make sure that employees in your division / facility / school have been informed about the policy and are aware of the 15 day filing requirement.
• Review pay disputes to make sure that they were filed within 15 days and one of the following reasons applies (as listed on the form):
  • "Amount of salary adjustment is less than the appropriate amount as determined through pay factors.
  • No salary increase granted when pay factors support an increase.
  • Salary decision based on inappropriate competencies evaluation.
  • Salary decision wherein the Department did not adhere to its plan for distribution of available limited funding in career banding salary decisions."
• Monitor, review, and record number of pay disputes. Note any trends or problem areas and offer training or consultation on making appropriate salary decisions or positive employee communication strategies if needed.

5

Sample Career Development Plan (to be developed)

Review Career Development Plans submitted. Follow up to make sure that all supervisors are completing plans and that the plans are:

• Fair and consistent among employees (with equal access to training, mentoring, etc.).
• Reasonable for the employee's potential skill or competency level.