Compass Competence Framework Self Assessment Report

Transcription

1 Compass Competence Framework Assessment Report prepared for JOHN THORP Assessment I: 133 Reference: JOHNWILAMYCOM_34649

2 Compass - Competence Assessment Report 2 Welcome to the Compass Competence Framework Assessment Tool Purpose of a competence framework Compass is based on the Association for Project (APM) Competence Framework, which has utilised the knowledge and experience of project management practitioners from across the U, within both industry and academia, together with extensive research of project management competence frameworks throughout the world. The APM Body of nowledge (5 th edition, 2006) and the ICB-International Project Association (IPMA) Competence Baseline (ver. 3.0) provided the foundation for the development of the APM Competence Framework Compass allows the identification and classification of the different competence elements needed for effective project management by project managers at all levels, taking into consideration project complexity. Compass can assist individuals and organisations in: The recruitment of project professionals and be used as part of the selection process evelopment of project professionals, identifying strengths and opportunities for improvement Validation of acquired knowledge and experience via a 180 or 360 analysis The identification of appropriate qualifications for those interested in project management and personal development Providing a basis for ongoing self assessment and continuous professional development (CP) Competence and Competency As defined by the Chartered Institute of Personnel evelopment (CIP) "Competence relates to a system of minimum standards or is demonstrated by performance and outputs". The APM defines a competence as articulating the "expected outcome or performance standard that is achieved as a result of applying a combination of knowledge, personal attitude, and skills and experience in a certain function". "Competency is defined as the behaviours that employees must have, or must acquire, to input into a situation in order to achieve high levels of performance" (CIP). The APM describes this as to "represent the language of performance in an organisation, articulating both the expected outcomes of an individual's efforts and the manner in which these activities are carried out. Both definitions are very similar and basically describe the same things. But how does it apply to project management professionals, working within a project environment?

3 Compass - Competence Assessment Report 3 The Wheel of competence The APM wheel of competence illustrates three competence elements required of an effective project manager, including technical, behavioural and contextual. In additional, at the hub of the wheel are five key concepts which refer to the environment within which a project is undertaken. ey concepts and project context These five concepts include: Project management - the process, by which projects are defined, planned, monitored, controlled and delivered such that agreed benefits are realised Programme management - the coordinated management of related projects, which may include related business as usual activities that together achieve a beneficial change of a strategic nature for an organisation Portfolio management - is the selection and management of all of an organisation's projects, programmes and related business as usual activities, taking into account resource constraints. Portfolios can be managed at an organisational, programme or functional level Project context - refers to the environment within which a project is undertaken. Projects do not exist in a vacuum and an appreciation of the context within which the project is being performed will assist those involved in project management to deliver a project Project office - serves the organisation's project management needs. A project office can range from simple support functions for the project manager to responsibility for linking corporate strategy to project execution.

4 Compass - Competence Assessment Report 4 Three domains of competence The APM Competence Framework defines three domains containing competence elements needed for effective project management. Technical The technical competence domain contains the functional project management competence elements. The scope of technical competences includes the elements relating to: The delivery of projects, programme and portfolios The integration of work in any temporary project, programme and portfolio organisation The production of project deliverables in the project organisation The progress through all phases of the project, all stages of a programme and all periods of the portfolio considered. Behavioural The behavioural competence domain contains the personal project management competence elements, covering attitudes and skills. The scope of behavioural competences includes the elements relating to: The project manager specifically The project manager's relationships with direct contacts in and around the project The project manager's interaction with the whole project and parties involved The project manager's interaction with the broader environment, such as the political, economical, sociological, cultural and historical context. Contextual The contextual competence domain contains the organisational competence elements. The scope of contextual competences includes elements relating to: The role of project management in permanent organisations The interrelationship between project management and the organisation's business functions and administration (business as usual).

5 Compass - Competence Assessment Report 5 Four levels of competence The APM describes four levels of competence: Projects director (APM Level A) Senior project manager (APM Level B) Project manager (APM Level C) Project management associate (APM Level ) The level of competence required at each APM Level increases as the required knowledge and experience of the individual broadens and deepens. ach competence element has a number of indicators to assist with the assessment of competence. The knowledge and experience required at each level is described within each of the competence level statements. Project complexity For levels of competence to have meaning it is important that the concept of project complexity is clearly understood. The APM considers that for a project to be considered 'complex' it would need to score highly against the following indicators/criteria: Objectives, assessment of results Interested parties, integration Cultural and social context egree of innovation, general conditions Project structure, demand for coordination Project organisation Leadership, teamwork, decisions Resources, including finance Risks and opportunities Project management methods, tools and techniques. An individual's experience of complexity may have been gained on more than one project, but the currency of any such experience obtained more than five years ago will be limited and should, in most circumstances, be discounted.

6 Compass - Competence Assessment Report 6 valuating your competence scores Although scores vary from competence to competence the average scores for knowledge and experience are shown below. Level of Competence APM Level APM Level C APM Level B APM Level A nowledge xperience 0/optional Average The overlapping scores for APM Level are shown below. Please note that there is a minimum score for each competence required for each APM Level. So, even though you may have a score equivalent to a Level B in one or more competences, if the average across the group of competences is 4.5 or an individual competence has a score of 4 or less, you will be classed as being at APM Level C APM Level A Av APM Level B Av APM Level C Av APM Level Av - 4.0

7 Compass - Competence Assessment Report 7 Profile Name: John Thorpe Username: JOHN@WILAMY.COM Company Name: PPM Talent Limited mail Address: john@wilamy.com Current Job Role: Senior Project Manager Project xperience: 3-5 Years Programme: efault Programme Practitioner Family: Project Current Job Title: Senior Project Manager Business Function - Reporting Line: General Current Status: mployee Years in current role: 6 Professional Affiliation: None Gender: Male Year of Birth: 1960 ducation Level: College/Vocational Region: North West Assessment Reference No: JOHNWILAMYCOM_34649

8 Compass - Competence Assessment Report 8 Overall Results Within your profile you described your current role as a Senior Project Manager (aligned to APM Level B). The required scores for level B are: Average nowledge score of 6 or more Average xperience score of 6 or more No competence scoring less than 4.5 Your assessment scores are: Averaged nowledge score: 4.8 Averaged xperience score: 4.8 Lowest Competence score: 0.0 Based on your assessment, Compass has indicated a competence level of <. The following sections provide detailed information on your performance against each of the competence domains, identifying overall knowledge and experience ratings and overall competence level for each element. In order to identify where further development is required, you will be able to drill down into the detail for each competence, looking at your competence score for each separate indicator, to identify the gaps in your knowledge and experience, at your APM Level. This will provide useful information for discussion at personal development reviews and a road map for future training requirements, together with your continuing professional development (CP).

9 Compass - Competence Assessment Report 9 Competence Analysis Contextual Competence omain Code Name CC01 Project Sponsorship CC02 Health, Safety And nvironmental CC03 Project Life Cycles CC04 Project Finance And Funding CC05 Legal Awareness CC06 Organisational Roles CC07 Organisation Structure CC08 Governance Of Project Rating < B < B C B C Technical Competence omain Code Name Rating TC01 Concept < TC02 Project Success And Benefits TC03 Stakeholder TC04 Requirements TC05 Project Risk TC06 stimating TC07 Business Case TC08 Marketing And Sales TC09 Project Reviews TC10 efinition < C < TC11 Scope < TC12 Modelling And Testing TC13 TC14 Methods And Procedures Project Quality TC15 Scheduling TC16 Resource TC17 TC18 Information And Reporting Project Plan TC19 Configuration A C C B < TC20 Change Control < TC21 Implementation TC22 Technology TC23 Budgeting And Cost C C C B < TC24 Procurement < TC25 Issue < TC26 evelopment TC27 Value TC28 arned Value < TC29 Value ngineering < TC30 Handover & Closeout < Behavioural Competence omain Code Name BC01 Communication BC02 Teamwork BC03 Leadership BC04 Conflict BC05 Negotiation BC06 Human Resource BC07 Behavoural Characteristics BC08 Learning & evelopment BC09 Professionalism & thics Rating A B A A A A A A B

10 Compass - Competence Assessment Report 10 etailed Analysis Your results have been analysed to show your nowledge and xperience competence scores. The expected job role competence scores are indicated by diamond symbols CC01 Project Sponsorship CC02 Health, Safety And nvironmental CC03 Project Life Cycles CC04 Project Finance And Funding CC05 Legal Awareness CC06 Organisational Roles CC07 Organisation Structure CC08 Governance Of Project TC01 Concept TC02 Project Success And Benefits TC03 Stakeholder TC04 Requirements TC05 Project Risk

11 Compass - Competence Assessment Report TC06 stimating TC07 Business Case TC08 Marketing And Sales TC09 Project Reviews TC10 efinition TC11 Scope TC12 Modelling And Testing TC13 Methods And Procedures TC14 Project Quality TC15 Scheduling TC16 Resource TC17 Information And Reporting TC18 Project Plan

12 Compass - Competence Assessment Report TC19 Configuration TC20 Change Control TC21 Implementation TC22 Technology TC23 Budgeting And Cost TC24 Procurement TC25 Issue TC26 evelopment TC27 Value TC28 arned Value TC29 Value ngineering TC30 Handover & Closeout BC01 Communication

13 Compass - Competence Assessment Report BC02 Teamwork BC03 Leadership BC04 Conflict BC05 Negotiation BC06 Human Resource BC07 Behavoural Characteristics BC08 Learning & evelopment BC09 Professionalism & thics

14 Compass - Competence Assessment Report 14 Personal evelopment Plan To fully develop your competences within your Senior Project Manager role we recommend that you review the following competence areas and have suggestion options to enable your career progression: Competence lement Contextual Competence omain Project Sponsorship Health, Safety And nvironmental Project Finance And Funding Legal Awareness Organisational Roles Governance Of Project Technical Competence omain Concept Project Success And Benefits Stakeholder Requirements Project Risk stimating Marketing And Sales Project Reviews efinition Scope Modelling And Testing Project Quality Scheduling Resource Information And Reporting Configuration Change Control Implementation Technology Budgeting And Cost Procurement Issue evelopment Value arned Value Value ngineering Handover & Closeout Behavioural Competence omain xperience/behaviour xperience & nowledge xperience & nowledge xperience & nowledge xperience nowledge xperience xperience & nowledge xperience & nowledge xperience & nowledge nowledge xperience & nowledge xperience & nowledge xperience xperience & nowledge nowledge xperience & nowledge xperience & nowledge xperience & nowledge xperience & nowledge xperience & nowledge xperience nowledge xperience & nowledge xperience & nowledge xperience xperience & nowledge xperience & nowledge xperience & nowledge xperience & nowledge xperience & nowledge xperience & nowledge xperience & nowledge xperience & nowledge

15 Compass - Competence Assessment Report 15 No further development needed in this area for your current role.

16 Compass - Competence Assessment Report 16 evelopment - nowledge PPMTalent can provide learning interventions in the competence areas identified in your personal development plan. Contact us for more details. evelopment - xperience eveloping your experience in the competence areas identified in your personal development plan are most effectively developed through on the job activities. At PPMTalent we can provide a range of assignments for you to undertake with support of one of our tutors or with a mentor within your own organisation. Alternatively, simulated experienced can be obtained through attendance at one of our Project Simulation Workshops or evelopment Centres run by ourselves or our partners at QA.

17 Compass - Competence Assessment Report 17 Supporting vidence Competence Author vidence Given TC20 TC22 TC23 TC24 BC01 BC05 Implemented new change control system developed specifically for demanding client environment. New system gave additional exposure of change requests to senior stakeholders which allowed then to be addressed on a shorter timescale. Organised and facilitated workshops with client to ensure that project x did not end up in a technology culdesac due to new emerging mobile device technology. Roadmap produced so that later phases of the project could become early adopters if risk profile was acceptable. Managed many projects against a P&L delivering desired profit margins at end stage and final completion. Worked with procurement teams rather than having personal responsibility for this element of projects Communication is the cornerstone of my leadership style. Fully cognizant that one style will never be 100% effective when leading large teams. ffective communication plans essential part of management (introduction) of change Have Advanced negotiating skills which have been used many times with subcontractors, clients and team members. Next steps Having completed your Competence Assessment you now have a baseline against which you can look to develop your knowledge and experience as a Project Professional. epending upon your circumstances, this may be done in conjunction with your current employer through on-the-job activities and planned learning interventions; or if you are a contractor you may look for a coach/mentor to work with. Whatever your circumstances are, your personal development plan should be developed with your career objectives in both the short, medium and long term in mind. Coaching PPM Talent can provide personal reviews to help identify learning interventions in the competence areas identified in your personal development plan. Please contact us for more details. Contact details mail: mycareer@ppmtalent.com Web: