Solving Industry Challenges Using Competency Models Competency Model

Solving Industry Challenges Using Competency Models Competency Model Peer Learning Webinar February 12 th, 2019

Today’s Objectives • Get comfortable with using Competency Models as tools in your discussions with industry • Showcase where competency models have worked successfully • Launch the Competency Model Peer Learning Group 2 www. careeronestop. org/competencymodel

Moderators Pam Frugoli O*NET/Career. One. Stop/Competency Model Team Lead U. S. Department of Labor, ETA * Frugoli. Pam@dol. gov Todd Cohen Director, Strategic Initiatives Maher & Maher * Tcohen@mahernet. com 3 www. careeronestop. org/competencymodel

Speakers Alicia Uhde Department Chair Bismarck State College * alicia. uhde@bismarckstate. edu James Austin Director of Assessment Services The Ohio State University * austin. 38@osu. edu 4 www. careeronestop. org/competencymodel

Poll Questions #1 • How familiar are you with Competency Models? • Select the answer below that best describes you ‒ I’m an expert, I work with them all the time ‒ I am experienced, but still learning ‒ I’ve heard of a competency model before but never used ‒ What is a competency model? 5 www. careeronestop. org/competencymodel

Agenda • Introductions • Overview of Competency Models • Spotlight on Where Competency Models are Working and How • Open Questions and Answers • Call to Action 6 www. careeronestop. org/competencymodel

Competency Models • What is a competency? – The capability to apply a set of related knowledge, skills, and abilities to successfully perform functions or tasks. • What is a competency model? – Collection of competencies that together define successful performance in a particular industry or field – Resource, not an end-product 7 www. careeronestop. org/competencymodel

26 Industry-Driven Competency Models • Accommodation and Food Services • Construction • Energy and Utilities • Finance and Insurance • Health Care and Social Assistance 8 • Information • Manufacturing • Professional, Scientific, and Technical Services • Retail Trade • Transportation and Warehousing • Other Models www. careeronestop. org/competencymodel

26 Industry-Driven Competency Models 9 www. careeronestop. org/competencymodel

Competency Model Framework Tier Groupings 10 www. careeronestop. org/competencymodel

Competency Model Tiers 11 www. careeronestop. org/competencymodel

Poll Question #2 • How does your organization use competency models to develop or deliver education/training? – Building curriculum – Vetting industry recognized credentials – Designing career pathways and work-based learning opportunities – Other – Hey, I already said I’m just a beginner! 12 www. careeronestop. org/competencymodel

Who Should Be Using Them and When? • Is your job to bring industry together to design education/ training programs? Trainers and Educators – Then CMs are for you! • Competency Models are used as a starting point with local industry…to allow for more advanced conversations 13 Public Workforce Professional s Private Industry Leaders www. careeronestop. org/competencymodel

Convening to Customize a Competency Model • Processes of making a model relevant to your labor market/industry is called “customizing a competency model. ” • This typically occurs through the convening of an industry sector partnership • Let’s explore… 14 www. careeronestop. org/competencymodel

Alicia Udhe Bismarck State College 15 www. careeronestop. org/competencymodel

2018 BISMARCK STATE COLLEGE national energy center of excellence http: //www. bscenergy. com/onlinepres

BISMARCK STATE COLLEGE 17 • location: • established: 1939 • accreditation: HIGHER LEARNING COMMISSION OF THE NORTH CENTRAL ASSOCIATION OF COLLEGES AND SCHOOLS (NCA) • enrollment: • degrees: ASSOCIATE DEGREES OR CERTIFICATE PROGRAMS BACHELOR OF APPLIED SCIENCE ENERGY MANAGEMENT • training: CUSTOMIZED TRAINING & APPRENTICESHIP PROGRAMS BISMARCK, NORTH DAKOTA 3, 700 CREDIT STUDENTS, 7, 700 CONTINUING EDUCATION

NATIONAL ENERGY CENTER OF EXCELLENCE VISION a worldwide leader in education & training for the energy industry MISSION provider of choice for the education of students & the training of employees; enabling students and energy companies to succeed in a competitive, ever-changing industry

DEGREE PROGRAMS PROGRAM (YEAR STARTED) ON CAMPUS ONLINE lineworker (1970) X power plant technology (1976) X X process plant technology (1982) X X electric power technology (2001) X electrical transmission systems technology (2003) X nuclear power technology (2004) X mechanical maintenance technology (2007) X X bachelor of applied science: energy (2008) instrumentation & control technology (2008) X X energy services & renewable technician (2010) X X petroleum production technology (2011) X water & wastewater technician (2012) X

NATIONAL ENERGY CENTER OF EXCELLENCE

TREND CONSORTIUM TRAINING FOR REGIONAL ENERGY IN NORTH DAKOTA • BSC LED COLLEGE CONSORTIUM • STATE AND TRIBAL INSTITUTION PARTNERSHIP • JOB TRAINING FOCUSED IN – oil/gas – transportation – welding – building/construction

CAREER PATHWAYS

PARTNERSHIPS • engagement – stakeholder representatives • sector, location, size, job position – meetings • agenda, leading questions – terminology – academic vs. industry • objective vs competency, credits vs hours – outreach activities Engagement Never Stops

KEY POINTS • • • partnerships drive your success stakeholder engagement focus on common skillsets student/participant focused commit to continuous program/training development

James Austin Ohio State University 26 www. careeronestop. org/competencymodel

Direct Service Worker Peer-2 -Peer Insights February 12, 2019

Overview • Project focus: workforce development in health care sectors • With Ohio Department of Job-Family Services & other agencies • Some CMS federal funding • Statewide across sectors (4) & settings (many): entry-level • More than first job (retraining or re-skilling) • Project team balanced & navigated strategic and tactical levels with help of stakeholders and practitioners (traversing levels) • LTCSS Competency Model used early in process to organize, then to guide development of sector-occupation competencies • Core Competencies were platform for training & testing • Think “back-forth” between clearinghouse & state-local WD

Direct Service Workforce: Career Pathways

Updated 2018 to add NIOSH Safety to Tier 3: Always check back!! Competency. Model/competency-models/long-term-care. aspx

Ohio DSW Project Phases Time 2010 -11 2011 -12 Work Activities (traversing levels) Ø Literature Review-Synthesis: cross-sector (academic level) Ø Business Information Session (convened stakeholders: large group > breakouts. large group > summary report) Ø DACUM panels: Incumbents ID duties & tasks for “ 4 sectors+core” and task analysis Ø Validation (frequency-importance ratings) Outcomes Ø Meeting summaries Ø Relationships & go-to Ø Research reports Ø Sector charts + Core Ø Knowledge-Skill lists Ø Test blueprints 2012 -13 Ø Multiple choice test questions written/ Ø Item & performance bank validated by stakeholders (pass-fail cutoffs) with metadata Ø Performance tasks created similarly Ø Crosswalk tables Ø Alignment-crosswalk: competency standards & regulations (cross-sector) 2014 Onward Ø Training dev & delivery (print, then online) Ø Post-training field test of items (N=~193) Ø Implementation planning Ø Sustainability Plan (costing, etc. )

Competencies for Direct Service Workers for LTC Fields • Business Information Session followed launch to build momentum • Home Health, Developmental Disabilities, Behavioral Health, Nursing Home (SNF) = sectors • Identified common standards (“Core Competencies”) across fields • 61 competencies were “Core” across DD, Home Health and Nursing Home sectors – health focus • SUBSET of competencies (36) common to Behavioral Health – mental health focus • Competencies by sector support a DSW career pathway with “Core + 1 sector” logic

Comparison of DSW Core to Other Standards Standard National Core Personal and Home Care Aide Training (PCAST) Ohio STNA = NATCEP Home Health Regulation Broad Comparison Results All 14 competency areas match DSW Core 9 of 10 training competencies match DSW Core DD regulations Similar; 37 of 52 standards correspond to DSW core Majority of regulations inapplicable because standards relate to agencies, not workers Most evaluation criteria correspond to DSW core Initial Training Hours Varies: ODH/STNA – 75 hours; ODA- min 60 hours Competency Evaluation Usually conducted by provider except for STNA Certification Requirement Not required except for STNA Follow Up Training Hours Varies: DD & Aging - 8 hours, HH & STNA - 12 hours

Test Question Bank • DSW Core (~217 “knowledge” questions) • Home Health Specialty (123 questions) • “Performances” (~26) identified as either tasks to be completed (do) or responses (say how) – ended up using task model

Next Steps/Field Testing • Partners (2 & 4 -year colleges) helped to • ID potential training providers (high school CTE, private sector, and either adult basic or workforce programs) • Developed training content, Core + Home Health, to be delivered as part of a field test • Post-training, ~193 assessments administered by STNA testing agency (D&S Diversified) • Evaluated psychometrics at item-test level: reliability, item statistics such as difficulty (easy-hard) and differentiation (high-low scorers)

Outcomes • Finalized tests: Core Competency and Home Health Competency • Engaged training entities • Field tested the process (train, then posttest) • Training (follow up online modules) & test forms ready for deployment

Lessons & Suggestions • Convening & engagement can be difficult but are CRUCIAL (no one mix, but ……) • Keep communication lines open • Evaluate: process & outputs • Practitioners & trainers defined tasks then O*Net knowledge & skill lists helped “cue” • Consider Advanced Technological Education (NSF-ATE) sites in some sectors

Questions, Answers & Discussion 38 www. careeronestop. org/competencymodel

Launching: Competency Model Peer Learning Group • Are you interested in joining further discussions going deeper on how to use competency models? • Join us for the rest of the series by replying here: https: //www. surveymonkey. com/r/Competency. Model. PLG See link in the webinar chat room on the left & these slides are available down to the right 39 www. careeronestop. org/competencymodel

Competency Model Peer Learning Group Series Every other month: April 2019…June 2019…We’ll tackle We’ll use real-world hard challenges • How to use CMs to initiate an apprenticeship program • Using CMs in rural areas with few industry reps • Updating and refreshing CMs: how do I know when the job’s done? 40 • • practitioner experts Wisconsin Tech College System & Hospitality Industry Atlanta & Water Seattle King County & IT Missouri & Construction www. careeronestop. org/competencymodel

Stay Tuned for a Convener’s Guide! Interactive course aimed at conveners 41 www. careeronestop. org/competencymodel

42 www. careeronestop. org/competencymodel

Thank You! For more information, please visit the Competency Model Clearinghouse at: https: //www. careeronestop. org/Competency. Model/ 43 www. careeronestop. org/competencymodel