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  • CBILLS Formulating The Unit of Competency

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    Mardy Gonzales
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    The document discusses formulating units of competency for competency-based training. It describes a bottom-up process for crafting critical behaviors, clustering related behaviors, and defining competency titles. It also discusses designing learning and development interventions tailored to each competency and associated critical behaviors. Each competency is comprised of modular micro-learning units addressing the critical behaviors. The document provides guidance on standardizing the formulation of critical behaviors so they are observable, measurable, and pass the "video test".

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    CBILLS Formulating the Unit of Competency

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    The document discusses formulating units of competency for competency-based training. It describes a bottom-up process for crafting critical behaviors, clustering related behaviors, and defining competency titles. It also discusses designing learning and development interventions tailored to each competency and associated critical behaviors. Each competency is comprised of modular micro-learning units addressing the critical behaviors. The document provides guidance on standardizing the formulation of critical behaviors so they are observable, measurable, and pass the "video test".

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    16 views3 pages

    CBILLS Formulating The Unit of Competency

    Uploaded by

    Mardy Gonzales
    The document discusses formulating units of competency for competency-based training. It describes a bottom-up process for crafting critical behaviors, clustering related behaviors, and defining competency titles. It also discusses designing learning and development interventions tailored to each competency and associated critical behaviors. Each competency is comprised of modular micro-learning units addressing the critical behaviors. The document provides guidance on standardizing the formulation of critical behaviors so they are observable, measurable, and pass the "video test".

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    of 3

    Formulating the Unit of Competency for the CBILLS Project

    Bottom-up Process:
    1. Craft critical behaviors
    2. Restate similar behaviors, cluster related behaviors and provide a competency title to the cluster
    3. The competency title (stated as a noun) is the Unit of Competency. Give it a definition that will
    cover its scope, as indicated by the critical behaviors that are listed under it.
    4. Critical behaviors are the elements of that competency. Each (and all) critical behaviors refer to a
    set of knowledge and skills that (the incumbent in) a position has to have to be able to perform and
    deliver outputs and outcomes in the workplace.
    5. Hierarchy of concepts

    Designing a Learning and Development Intervention (LDI)

    The Competency-Based Training (CBT) Approach looks at designing LDIs tailored to the unit of competency
    and the needs of the learners. Each unit of competency lists down the critical behaviors that the incumbent
    to a position has to demonstrate to perform successfully at the job. A CBT provides both knowledge and
    skills and the demonstration of such knowledge and skills as behavior during the training so the trainee can
    apply or demonstrate those behaviors at the workplace.

    CBT is therefore conducted in a modular manner, with each module comprised of micro learning units that
    respond to development in a critical behavior. Consequently, a modular approach lessens the amount of time a
    participant is away from the workplace undertaking the training, is less costly, and more efficient.

    Reviewing and Reformulating the Behavioral Statement

    There is a standard way of formulating a critical behavior. A critical behavior is presented in the following
    manner:

    Action word + object of the action + results


    Verb + noun + qualifier

    • The qualifier may refer to the quality of the action, the object of the action or the results,
    essentially making the critical behavior measurable.

    1
    • We use the third person, singular, present tense, for the verb. Examples would be: uses, analyzes,
    writes, prepares, etc.
    • The critical behavior has to pass the video test, meaning it is observable, replicable, and
    measurable. Verbs like understand, know, think, etc. are therefore not acceptable since they are
    not visible actions.
    • Do not use two verbs in one behavioral statement; conjunctives like ‘and’ should not be used. If
    these two verbs are necessary, then that means the statement refers to two different actions and
    should therefore be divided into two behaviors.
    • The critical behavior should be able to provide the following information to the reader:
    - Skills requirement
    - Knowledge requirement
    - Results: desired outcomes of the action

    A unit of competency is the specification of knowledge and skill, and the application of that knowledge and
    skill, to the standard of performance expected in the workplace. It is the smallest unit that can be assessed
    and recognised.

    Each unit of competency provides a specification for the standard of performance of a particular work
    function. It describes a work outcome. This includes the performance and knowledge requirements for
    the work function, the contexts and any conditions related to the work, and the evidence needed to
    determine if someone has achieved the unit.

    Example 11:

    Dimensions of Competence
    Input:
    Strategic goals, objectives and plans based on technical and/or product/service specialization,
    market orientation, knowledge of business and operating environment, policy/procedural
    framework, and project management methods, processes, and systems

    Process:
    Assessment of corporate understanding and executive commitment to realization of
    outcomes through the conduct of programs, portfolios and/or projects
    Assessment of organizational adaptability to manage change incurred through conduct of
    programs, portfolios and/or projects
    Aspects of management structure, leadership, power and politics inherent to the organization

    Output:
    List of endorsed outcomes which are able to be achieved through the conduct of programs,
    portfolios and/or projects

    1 https://www.pmi.org/learning/library/organizational-competence-management-support-projects-8600
    2
    Example 22:

    2 Source: Developing competency-based accreditation for health promotion in Europe


    3

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