Attempting to have multiple competencies within a competency framework, but with the ability to assign a different Competency scale to them. Currently, all competencies receive the framework scale.
I would like to be able to have different scales for competencies within a framework.
Is this currently possible? If not, is this something that could be put on the roadmap?
Hi Andrew,
Product manager for Perform (competencies) here. It is currently not possible to have multiple scales for a framework, but I'm interested in learning why you're needing this capability? Can you please provide an example or scenario where different scales would be appropriate?
We have a feature request space in community, https://totara.community/totara/dashboard/index.php?id=105, where you can browse existing feature requests and add this request to the list. If one already exists, you can upvote the request, which lets us (product team) get a sense of the importance and urgency of the feature.
Cheers,
Ashley
Ashley,
Thank you so much for your prompt reply.
Here is our scenario:
We have a group of employees who have extensive job responsibilities. Due to the volume of content they need to learn, we have divided their training into 6 stages. In stage 1 alone, there are 80 tasks. These tasks have been organized into different areas of responsibility, which I have labeled as their frameworks.
For each task, we have identified how they will be trained.
In some cases, they simply need to read a procedure or sit with a senior person in order to learn the procedure and potential issues. For these items we use a simple two point competency scale. (Not Started, Complete)
In other cases, they need to go through a tiered training in order to reach an acceptable level of competence in order to be released on this task. These tasks have many nuances that must be learned through performing with oversight multiple times.
I have attached a document with a snapshot of our tiered schedule, as well as two snapshots of some of the competencies we have developed.
Feel free to reach out if you need further clarity on our methods, or if you have alternate ways we could possibly address this challenge.
Hi Andrew,
For the '2 point' competencies that rely on a procedure, you can use the tiered scale and competency achievement paths to act as a 2 point scale. For example, I've added a course called "Action Orientation" to the Competent rating. The course can be as simple as you wish, where completion of the course marks the learner as Competent without requiring the interim ratings.
I'm not entirely sure how to enforce the 2 point scale for competencies where the learner would sit with a senior person, except that you could use the competency description to specify 'mark as competent when complete' and manual rating achievement pathway.
One improvement we are considering to competencies is the ability to specify which scale values can be manually rated. For example, perhaps an employee can manually rate themselves as 'trained' and 'competent under supervision', but only a manager can rate as 'competent' or 'expert'.
Ashley,
Thank you for researching options for us. Our challenge will be manually rating the 2 point in a tiered competency scale. I guess the approver could skip some of the levels of approval and jump right to the Competent level. Not clean, but functional.
I like the improvement you mentioned. I think that will be a great addition.
I have one additional question: When a manager is rating a competency, there is a place to add comments. I can't find where to view those comments in order to identify any issues with the employee not successfully completing the competency within a resonable amount of time. For instance, employee A is revewed and signed off. Employee B still needs more practice before being signed off. I can add notes about this, but am not sure how I can go back and see those notes at a later date. I don't see an option in reports. Is there another place this is visible? I would like to see the string of comments that hav ebeen added.
