The Competency Management provides you with one of the best competency management functions in the business. Its flexible, performance-driven capabilities accommodate your sophisticated and ever-changing learning and certification requirements with ease.
Competency Management enables you to define Training Programs. Training Programs consist of Certifications and Curricula that can be assigned as Training Goals to learners.
You can mix prerequisites, equivalencies, electives, and mandatory classes with performance data to create the certifications and curricula you need to drive performance. You can also nest certifications and curricula to create a hierarchy of certifications and curricula.
Training Programs consist of Certifications and Curricula. Training Programs can have start and end dates or be open ended. Additionally, you can have multiple Training Programs active at one time.
For example, you can define a New Hire training program that is ongoing for all new hires and a separate 2013 Technician training program for your service technicians.
Certifications are rule-based sets of courses and performance metric objectives. When creating Certifications you can use multiple rule types, including:
Completion - The learner must complete all of the specified courses, certifications and curriculums to satisfy the rule. For example, the learner must complete all 5 listed courses.
Elective - The learner must complete the specified number of courses, certification, or curriculum requirements or course credits to satisfy the rule. For example, the learner must complete 3 out of 5 listed courses.
Department Objective - Within the learner's organization a specified number or percentage of learners must complete a certification or curriculum to satisfy the rule. For example, for a Sales Manager to complete the Sales Manager Certification, 50% of their sales staff must complete the Sales Consultant Certification.
Individual Performance - The learner must exceed the specified performance metric to satisfy the rule. For example, the learner must sell over 1,000 units.
Top Percent - The learner's performance must exceed the targeted percentile to satisfy the rule. For example, the learner's sales volume must be in the top 90th percentile.
Location Performance - The learner's organization must exceed the specified performance metric to satisfy the rule. For example, the franchise must sell over 10,000 units.
A Curriculum is a competency-based sets of courses organized into Skill Profiles. Skill Profiles are associated with learner roles (e.g. Sales Consultant, Technician) and consist of Skill Areas (i.e. competencies) and Skill Levels (i.e. proficiency levels).
For example, you can define a Technical skill profile that consists of Safety, Electrical, and Repair competencies (i.e. skill areas) and Novice, Journeyman, and Master proficiency levels (i.e. skill levels). You would then use the Completion and Elective rule types to define a curriculum for each competency and proficiency level (e.g. Repair Journeyman).
Training plans can be created by assigning Certifications and Curricula to learners as Training Goals. There are two methods to assign Training Goals: manually and automatically.
Managers and administrators can manually assign Training Goals to learners using the curriculum functionality available on the My Employees page. For example, a manager can review the competencies in their organization and assign the Sales Master curriculum to select employees.
Administrators can automatically assign Training Goals using the Goal Transitions functionality. For example, a Goal Transition can be defined so that all newly hired Technicians are assigned the New Hire Technician certification, or they could set up a Goal Transition so that everyone that has completed the New Hire Technician certification are assigned Gold Technician certification.