Government Technology

One of the most important areas of personnel development programmes (and perhaps the main reason for their initiation in the first place) is ensuring minimum staff competency standards are in place and are monitored and maintained.  

Although it can be beneficial to adopt a qualification-based approach to training and skills development, i.e. to offer incentives for self-development and the self-management of skills and learning, it is the minimum competencies that build the platform from which an organization can increase the value of human capital.  

The main drivers are regulatory, legal and performance-based and the chief influencers are those in supervisory and leadership roles managing both new recruits and experienced members of staff.  So far, so good, but how is this measured and controlled?  

Currently the principle mechanisms for formally monitoring staff competency within many organizations are:

• Carrying out the Personnel Development Review and agreeing objectives.

• Performing pre-arranged, one to one appraisals and assessments and the verification of experience against NOS and qualification driven programmes

• Formally registering and recognising formal qualification achievements such as NVQs and professional qualifications

All of the above can be seen as a qualification based approach to training and skills development and it is true to say that Calibrand provides process facilitation along with talent and programme management tools that measure performance using the methods described above.

In addition, Calibrand believes in the use of frequent online examinations to establish a culture of role-based Competency and Assessment Driven Training (ADT).  The company sees this as a vital mechanism to complement the qualification based approach reducing much of the subjective assessment work that goes on in the methods described.

Continuing Competency Development (CCD)
Mike Moore, Project Manager with Calibrand described how their customers, many from the financial services sector, make use of this concept of competency-driven assessment and training.

“ It’s simple really”, he said, ”it’s commonplace for staff at all levels within an organization to have to pass regular knowledge and competency exams to stay in post – if they do not pass after a pre-specified number of attempts, then they do not stay in post!”   

He continued, ”The tasks drive the assessments and they in turn drive the training provision in this sector.  Formal qualifications are to a large extent treated separately to this key competency assessment process.”

The examinations are taken online, they are formal knowledge assessments specific to the actual tasks relevant to current job roles.  The assessments provide auditable evidence that staff are competent in the roles they perform. They also allow auditors and subsequently the regulator to obtain information ensuring that relevant skills are being maintained within the sector.

This auditable, verifiable process is increasingly helpful in resolving disputes both internally and outside the organization.

Online e-examinations as a Navigation Aid
Calibrand provides access to an existing online ‘developmental’ examination that allows Government staff to self-assess in the area of the latest Government legislation.

The assessment is easy to access, by anyone, at anytime, from any device with an Internet connection and from any location. No PC preparation is required and no downloads are performed. As long as the PC can run a browser that is all that is required.

The system is very user-friendly, with straightforward easy-to-use, uncluttered screens that allow a candidate to review and revise their responses as they progress.  This particular exercise is not there as a formal pass/fail examination, but rather to show how people can be directed to websites and reference material they may need to study should they answer sections or even individual questions incorrectly. This is an excellent way to navigate the skills for Government National Occupational Standards (NOS) for example.

Online assessment led training has been identified as a good way of introducing thousands of staff to the appropriate NOS and to the latest sector development information prior to, during and after training.  Calibrand the currency for talent® provides software that has already processed over three million such exams within the financial services sector alone and a version of the system is used for the exclusively online, high profile, Life in the UK Test on behalf of the UK Home Office.

There are also cost benefits related to the objective selection of individuals for specific training, e.g.

• Online examination results help direct candidates to relevant pre-course learning materials and identify knowledge gaps, leading to more appropriate cost-effective training.
• Candidates can be selected and/or prioritised based upon their results – leading to tailored, efficient development of talent.
• The use of the competency-based approach enhances existing qualification or performance-focused training throughout the Public Sector.  Pre-course, in-course and post-course assessment is used to provide measurable progress on an organizational level basis.
  

In conclusion, if you want to ensure you are and remain competent choosing Assessment Driven Training (ADT) is a cost-effective, robust way of achieving this.

To find out more contact Mike Moore, Project Manager, on 01773 544604 or This e-mail address is being protected from spam bots, you need JavaScript enabled to view it