CIPD Event Presentation on 10 January 2013
SKILLS MATRICES
(CONCISE
& EASY - TO - USE
COMPETENCY FRAMEWORKS)
Alan Speed MSc, MCMI, PMP
Management Improvements Ltd
Tel 020 8660 9080
alan.speed@managementimprovements.co.uk
www.managementimprovements.co.uk
WHAT ARE COMPETENCIES ?
The Knowledge, Skills, Behaviours & Qualifications
that Enable a Person
to Perform a Job Role to the Required 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
Skill Area 1
MEMBERS OF STAFF
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
Market Knowledge
Letters of Credit
Guarantess/Bonds
Forfaiting
Receivables Finance
Stock Finance
Structured Trade Finance
IBIS
MS Word
MS PowerPoint
MS Excel
Prospecting
Contacting
Identifying Needs
Presenting
Closing
Negotiating
Follow-up
Selling Skills
Structuring
Pricing
Preparing Credit Applications
Computer Skills
Credit Risk
Trade Finance Risk
Preparing
Documentation
Oil
LME Metals
Soft Commodities
(Country/Commodity)
Risk Structuring &
AssessPricing
ment Transactions
Country A
Country B
Country C
Product Knowledge
Letters of Credit
Guarantees/Bonds
Forfaiting
Receivables Finance
Stock Finance
Structured Trade Finance
MEMBERS OF STAFF
Susan Smith
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
Skill Shortages
1 1 1 2 5
A
B
C
D
E
F
G
H
I
J
Existing No. of Skilled* Staff
Ideal No. of Skilled* Staff
Skill Shortages
Job Analysis Compensation &
H.R.
H.R. Policy
& Evaluation
Benefits
Planning
Preparing Job & Person Specifications
Recruitment Market Knowledge
Preparing Recruitment Copy / Adverts
Internal Sourcing of Candidates
External Sourcing of Candidates
Interviewing Skills
Aptitude & Psychometric Testing
Selection Skills
Vetting / Obtaining References
Induction of New Staff
Related Correspondence & Documentation
Market Contacts & Intelligence
Design & Conduct Salary Surveys
Participate in Salary Surveys
Salary Structure Design
Benefits Structure Design
Job Analysis
Preparing Job Descriptions
Job Evaluation (Using HAY System)
Legal Knowledge
H.R. Policy Development
H.R. Policy Implementation
Staff Handbook Preparation & Updating
H.R. Policy Review & Evaluation
XYZ
Knowledge
Manpower Planning
Succession Planning
Staff Retention
MEMBERS OF STAFF
U.K. Employment Law (General)
U.K. Maternity & Sickness Law
U.K. Equal Opportunities Law
U,K. Industrial Tribunal Procedures
U.K. Contract Law
U.K. Health & Safety Law
XYZ Group Structure
XYZ Strategy & Objectives
XYZ Products & Services
Personnel Department Policies
H.R. DEPARTMENT SKILLS MATRIX Page 1
Recruitment & Selection
A
B
C
D
E
F
G
H
I
J
Existing No. of Skilled* Staff
Ideal No. of Skilled* Staff
Skill Shortages
H.R.
Job Analysis Compensation &
H.R. Policy
Planning
& Evaluation
Benefits
Preparing Job & Person Specifications
Recruitment Market Knowledge
Preparing Recruitment Copy / Adverts
Internal Sourcing of Candidates
External Sourcing of Candidates
Interviewing Skills
Aptitude & Psychometric Testing
Selection Skills
Vetting / Obtaining References
Induction of New Staff
Related Correspondence & Documentation
Market Contacts & Intelligence
Design & Conduct Salary Surveys
Participate in Salary Surveys
Salary Structure Design
Benefits Structure Design
Job Analysis
Preparing Job Descriptions
Job Evaluation (Using HAY System)
Legal Knowledge
H.R. Policy Development
H.R. Policy Implementation
Staff Handbook Preparation & Updating
H.R. Policy Review & Evaluation
XYZ
Knowledge
Manpower Planning
Succession Planning
Staff Retention
MEMBERS OF STAFF
U.K. Employment Law (General)
U.K. Maternity & Sickness Law
U.K. Equal Opportunities Law
U,K. Industrial Tribunal Procedures
U.K. Contract Law
U.K. Health & Safety Law
XYZ Group Structure
XYZ Strategy & Objectives
XYZ Products & Services
Personnel Department Policies
PREMISES DEPARTMENT SKILLS MATRIX Page 1
Recruitment & Selection
Instrument Purpose (for XYZ & C/Parties)
Instrument Features & Terminology
Instrument Pricing & Calculations
Market Rules / Code of Conduct
Legal Documentation for this Instrument
Regulatory Requirements (FSA, etc)
Market & Credit Risks of the Instrument
Accounting / Book-Keeping Entries
Instrument Valuation & Revaluation
Profit & Loss Verification & Reporting
Agree Positions with Dealers
Set-Up Instrument & C/Party Static Data
Trade Entry / Data Capture
Process Late, Cancelled & Amended Trades
Swap Settlement Instructions with C/Parties
Withholding Tax Processing
Confirmation Issuance & Manual Matching
Match C/Party Confirmations using TRAM
Check Broker Confirmations using BART
Check & Pay Brokers' Invoices
Clearing Procedures (Euroclear/HSBC/etc)
Investigation of Fails
Penalty Interest Claims
Operational Risks of this Instrument
Recognition of Errors & Danger Signs
Knowledge of Relevant Internal Controls
Overall Competence for Treasury Ops Tasks
SUSAN’S INDIVIDUAL SKILLS MATRIX
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
4 n/a n/a
0 n/a 2
0
0
3
3
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
4 n/a n/a
0 n/a 2
0
0
3
3
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
n/a 4 n/a 2
4 n/a n/a
0 n/a 2
0
2
3
3
2
2
Money Market Loans & Deposits
Certificates of Deposit (CDs)
2
2
2
2
1
1
0 n/a 1
0 n/a 1
1
1
1
1
0
0
1
1
0
0
0
0
3
3
2
2
3
3
3 n/a n/a n/a
3 n/a n/a n/a
3
3
4
4
4
4
0
0
n/a 4 n/a 2
4 n/a n/a
4 n/a n/a
0 n/a 2
0 n/a 2
0
0
2
2
3
3
3
3
3
3
Government Bonds & Treasury Bills
Eurobonds
0
0
0
0
0
0
0 n/a 0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
2
1 n/a n/a 0
2 n/a n/a 0
0
Floating Rate Notes (FRNs)
Euro Medium Notes (EMTNs)
Asset Backed Securities (eg Fannie Maes)
Bond Lending
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
n/a 0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
1
1
1
1
1
1
1
Tri-Party Repos (Eurobonds at Euroclear)
0
0
0
0 n/a 0
0
0
0
0
0
0
0
0
Interest Rate Futures (Exchange Traded)
Interest Rate Options (Over-the-Counter)
Bond Options
Forward Rate Agreements (FRAs)
Cross Currency Swaps
Interest Rate Swaps (IRS)
Caps / Floors / Collars
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
n/a 0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Asset Swaps (Bonds with Embedded Swap) 0
Swaptions
0
0
0
0
0
0 n/a 0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
n/a 0
n/a 0
n/a 0
0
0
n/a 0
n/a 0
n/a 0
n/a 0
n/a 0
Custody (Securities) Reconciliations
Recs & Invests
Bank (Cash) Reconciliations
Verify / Release Euroclear Instructions
Prepare Euroclear Instructions
0 = None
Verify / Release SWIFT Messages
1 = Low / Very Basic
Prepare SWIFT Pay & Receive Messages
2 = Under Training or Needs Refresher
Clearing & Settlement
Margining Procedures
3 = Reasonably Competent
Confirmations
Trade Settlement Procedures (inc SSIs)
4 = Highly Competent
Interest Rate Fixings
5 = Expert
Trade Processing
Accounting
Corporate Actions Processing (Calls, etc.)
Competency (Knowledge/Skill) Levels
Exchange Rules (inc Margin Requirements)
Background Knowledge
Risk Control
2
4 n/a 2
0 n/a n/a n/a
0 n/a n/a n/a
1
0
0 n/a n/a n/a n/a n/a
0 n/a n/a n/a 0 0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
n/a n/a n/a
1
1
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
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
n/a n/a n/a 0
0 n/a n/a n/a 0
0
0
0
0
0
0
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 n/a n/a
0 n/a n/a 0 n/a
0 0 0 n/a n/a
0 0 0 n/a n/a
0 0 0 n/a n/a
0 0 0 n/a n/a
0
0
0
0
0
0
0
0
0
n/a 0
n/a 0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0 0 0
0 n/a 0
0
0
0
0
0
0
0
0
0
0
n/a 0
0 0
n/a n/a 0 0
n/a 0 0 0
n/a n/a 0 n/a
0
0
0 0 0
0 n/a n/a
n/a n/a n/a
n/a n/a n/a
n/a n/a n/a
n/a n/a 0
n/a n/a n/a
n/a n/a n/a
n/a 0
0
n/a n/a n/a 0
n/a n/a n/a 0
n/a n/a n/a n/a n/a
0 n/a n/a n/a n/a
0 n/a n/a
n/a n/a n/a 0 0
n/a 0 0 n/a n/a
n/a 0 0 n/a n/a
n/a 0 0 n/a n/a
n/a 0 0 n/a n/a
n/a 0 n/a 0
0
0
n/a 0
n/a n/a n/a
0
0
0
0
0
0
0 n/a n/a n/a
0 n/a n/a n/a
0
0
0 n/a 0
0 n/a 0
n/a n/a n/a
n/a n/a n/a
0
0
0 0 0
0 n/a n/a
0
0
0
0
0
0
0
n/a 0
0
0
n/a 0
n/a 0
n/a 0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
SUSAN’S DEPARTMENTAL SKILLS MATRIX
Money Market Loans & Deposits
Certificates of Deposit (CDs)
Government Bonds & Treasury Bills
Eurobonds
Floating Rate Notes (FRNs)
Euro Medium Term Notes (EMTNs)
Asset Backed Securities (eg Fannie Maes)
Bond Lending
Tri-Party Repos
Interest Rate Futures (Exchange Traded)
Interest Rate Options (Over-the-Counter)
Bond Options
Forward Rate Agreements (FRAs)
Cross Currency Swaps
Interest Rate Swaps (IRS)
Caps / Floors / Collars
Asset Swaps (Bonds with an Embedded Swap)
Swaptions
Derivatives
FX Swaps
Capital Markets
FX Forwards
Money Markets
FX Spot
FX
John
Manager
1985
4
4
4
4
4
3
3
3
3
3
1
1
2
2
1
4
3
3
3
3
1
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
Ashok
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
Existing Number of Skilled Staff
Count Staff at Levels 3, 4 & 5
5
5
5
6
5
2
4
4
3
3
0
0
1
0
0
3
4
4
3
4
2
Ideal Number of Skilled Staff
(To Handle Workload)
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
Competency Levels
5 = Expert
4 = Highly Competent
3 = Reasonably Competent
2 = Under Training or Needs
Refresher
1 = Low / Very Basic
0 = None
Name
Skill Shortages
Job / Position
(Ideal minus Existing)
Join Date
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 ?