SkillGate/Academy10 Product Overview. Competency Appraisal & Training Planner

Transcription

1 SkillGate/Academy10 Product Overview 2010 Competency Appraisal & Training Planner Contact: Ian Page SkillGate Ltd Welcome, This section offers a high level explanation of how SkillGate s Competency Appraisal and Planner (CAP) software delivers suggesting training plans for individuals based on their job roles and assessed competencies. As described here CAP offers a full system: Competency Matrix based on Job Descriptions Evidence Gathering by Delegate (including peer feedback, documentation and tests) Discussion notes delegate/assessor Objective and Action setting Linking appraisal to training programmes Reports However, the system is fully adaptable to meet the requirements of any in-house appraisal format. CAP is normally set up on a Site environment rather than Portal environment. Page 1 SkillGate Ltd 2010 tel:

2 The Ultimate Objective The Development Plan Suggested Programmes: Action Planner: The ultimate objective of the CAP is to create an individual training plan for the delegate. The plan works at two levels: 1. Objectives and Actions for skills development this links into SkillGate Goals software. 2. A programme of formal training this links into SkillGate Programme Editor. Objectives and actions are created during the Appraisal discussion. The Training programme is created automatically based on the performance markets set and the programmes created. Page 2 SkillGate Ltd 2010 tel:

3 Set Up Individual competencies are linked into competency groups. Competency groups are linked to job descriptions. Each competency has a title and a description. To each competency can be added training suggestions including workshops and programmes that are available in the programme library. The Appraisal Process 1. Delegate and appraiser are advised of appraisal dates. 2. Delegate confirms job description and details of appraiser. 3. Pre Appraisal - Delegate and/or appraiser collect and consider evidence for appraisal by collecting thoughts in draft format. In addition to the delegates own notes, evidence can include automated peer requests, linked documentary evidence and test results. Page 3 SkillGate Ltd 2010 tel:

4 4. Delegate and appraisor conduct formal discussion considering evidence. 5. Appraisor now formally : scores delegate on competence adds comments agrees goals and objectives that are added to Goals software 6. Once completed, the appraisor formally closes appraisal. No edits are allowed after this time. 7. Closing the appraisal creates the formal training plan and appraisal reports. Programmes One of the objectives of the appraisal process is to create a programme of development activities so that delegates may improve skills over the course of the appraisal period. The nature of this programmes depends of the job roles and training resources available but in so far as they involve formalised training products e.g. elearning, suggested reading, workshops etc. they can Page 4 SkillGate Ltd 2010 tel:

5 be grouped together in programmes that are be delivered automatically during the year. To facilitate the delivery of learning programmes over time, delegates may: Select start dates for suggested programmes to stage the delivery of content, Select streams of tutorials in specialist subjects that are delivered regularly and suggest further study options, Or use coach based programmes that deliver content on a pre arranged format. Goals & Actions SkillGate Goals software runs of a scheduled reminder based software. Delegates add objectives and specify time scales. The software will then remind them automatically as they reach their objective dates. Delegates can add notes as to how well they have achieved their objectives. Page 5 SkillGate Ltd 2010 tel: