Using
a Customized Competency Model
For hiring administrative
staff at MIT, the Administrative Staff Core Competency Model is broadly
applicable–the five core competencies are important for many,
if not all, administrative staff positions. But the core competency
model may not be complete in many cases–there may be behavioral
competencies that are critical for success that it does not capture.
There are three ways to
go beyond the core competency model in hiring. Using any of these
means going beyond what CompQuick offers. We strongly recommend
getting further training in competency-based selection interviewing
if you are going to pursue any of these options. See Next
Steps: Enhancing Your Competency Interviewing Skills to learn
more about your options for further training.
Option
1: Use the Default Competency Model
This option involves the
hiring manager and one or two other people sitting down and making
a few choices within a defined set of competencies–the Default
Competency Model. The choices are based on the type of position.
The competencies in the
Default Competency Model showed up in Human Resources Practices Development
Team (HRPD) research as being important in certain positions, but
not as universally relevant (as did the core competencies).
Using the Default Competency
Model is a quick method, but the resulting set of competencies may
not be quite as valid and appropriate as for Option 2; there is a
speed/quality trade-off.
Contact irt@mit.edu
for more information on how to use the Default Competency Model.
Option
2: Convene an Expert Panel
Expert panels have been
widely used at MIT to develop competency models. An expert panel consists
of 4-12 people with solid knowledge of what the position requires.
The group should be as diverse as possible to represent different
perspectives on the position, including managers, peers, direct reports,
internal or external customers, and others in similar positions.
An expert panel session
typically runs 2-3 hours, depending on the complexity of the position,
the size of the group, and people's prior experience with competencies.
The group starts with the core competencies, discusses the requirements
for success in the position, and reaches consensus on additional competencies.
A cadre of qualified facilitators
is available to help run expert panel sessions. Contact the HR Practices
Implementation Resource Team (irt@mit.edu)
for more information.
Option
3: Consult the MIT Competency Model Database
There are over 50 competency
models that have been developed for a wide range of jobs at MIT. A
competency model for a position similar to the one you are trying
to fill may already exist.
Eventually, a listing
of such models will be made available on the web. For the time being,
contact the HR Practices Implementation Resource Team (irt@mit.edu)
if you would like learn about competency models that you might use
off-the-shelf or with some modification.
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