Competency
Assessment:
Keeping it manageable
and meaningful
Donna Wright, RN,MS
Creative Health Care Mgmt.
Minneapolis, MN
1-800-728-7766
www.chcm.com
Organizational
O
i ti l
Evolution
Competency Issues verses Other Employee Issues
Organizational
Evolution
Competency Issues/Problems
Response:
Education and
other staff development support
Commitment issues
(employee moving in a direction other than the direction of
the organizational mission and purpose)
Response:
Managerial response
– start with a discussion about commitment
Ask – “Do you really want to work here”
Hire
Initial
Competency
Assessment
Ongoing
Competency
Assessment
Wright’s Competency Assessment Model
Elements of success
Competencies
collaboratively
identified
Reflective of the
dynamic nature of
work
Employeecentered
verification
+
Verification
method choices
are identified and
appropriately
match the
competency
categories
Leaders create
a culture of
success
+
Focused on the
organizational
mission
Also focused on
supporting the
employee
Assessing all domains of skill
Technical
Critical
Thinking
Interpersonal
(del Bueno, 1980)
Worksheet for Identifying Ongoing Competencies
Job Class___________________________________ Dept./Area__________________Date_________________
Step 1: Brainstorm staff needs in each of the categories listed below.
Step 2: Prioritize those needs and choose which ones the organization will focus on.
Competency Needs:
What are the NEW procedures, policies, equipment, initiatives, etc.
that affect this job class
What are the CHANGES in procedures, policies, equipment,
initiative, etc. that affect this job class.
Priority:
Hi-Med-Lo
What are the HIGH RISK aspects of this job. High risk is anything
that would cause harm, death, or legal action to an individual
or the organization
What are PROBLEMATIC aspects of this job. These can be
identified through quality management data, incident reports,
patient surveys, staff surveys, and any other form of evaluation
(f
(formal
l or informal)
f
l)
Reminder: Are there anyy age-specific
g p f aspects
p
in anyy off the priority
p
y areas listed above?
Add age specific aspects to a competency selected above rather than creating a separate
age specific competency.
Try to limit your focus to no more than 10 competencies each year.
Trying to focus on more than that can be confusing and overwhelming for both staff and leaders.
Accountability
Manager and employees develop
competencies for the job class
Each employee is
accountable to verify
their identified
competencies
The manager is accountable
for creating an environment
h supports competency
that
achievement
C
Competency
t
statement
t t
t
V ifi ti Methods
Verification
M th d
Demonstrates the ability to
apply customer service
principles to the everyday
work situations.
† Submit two customer services peer
reviews completed by two different
coworkers.
† Submit one customer service
exemplar based on information from a
patient/family
ti t/f il member.
b May
M include
i l d
cards, letters, or patient satisfaction
information that identifies you by name.
† Participate in a case study/discussion
group session on customer service.
† Complete two customer service case
studies.
t di
Post-tests
Return Demos
Observation of
daily work
Case Studies
Exemplars
Peer Reviews
Self Assessment
Discussion
groups
Mock Events
Presentations
QI monitors
Methods of
Competency
Verification
Vision and
daily philosophy
Leadership
articulation of
expectations
Leadership
response and
follow through
• Communication
• Structure
• Resources
• Consequences or
lack of consequences
• Consistency
Competency
Assessment
Assessing individual
abilities
+
Quality Improvement
Assessing group effectiveness
Top Priorities
Assessed by
Competency Assessment
Other important
Aspects of work
Assessed by
Quality Improvement
Activities
Employee bring evidence of Competency
Manager creates the environment for success
Reference:
Wright, D. (2005). The Ultimate Guide to
Competency Assessment in Healthcare.
3rd Edition. Minneapolis, MN: Creative
Health Care Management.
If you would like more information about this resource or
information provided by Donna Wright in this session,
feel free to contact Creative Healthcare Management -- 1-800-728-7766.
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