PPM Competency Profiling

Transcription

1 PPM Competency Profiling 1

2 What we do... Our strength comes from the expertise of our people, the structure of our processes, the scale of our operation and our years of experience in providing learning solutions 2

3 Objectives To introduce the purpose of Competency Profiling To demonstrate the approach used To illustrate the use and benefits of the APM Competency Framework in the workplace. 3

4 Competency-Based Profiling CBP brings together the following areas: People Skills, Knowledge, Attitudes, Behaviour; Process what the people are required to do; Performance measured and benchmarked / certificated against standards; Purpose of the business and its intended outcomes. CBP will improve PPM effectiveness in: Assessing Performance Assessing Potential Recruitment Succession Planning Training & Development. 4

5 Why a competency-based approach? To ensure that Project Managers are: professionally trained, suitably experienced in possession of recognised qualifications are given a clear focus on individual performance, making possible more objective measurement of that performance, improving overall effectiveness Utilising the APM Competency Framework will show stakeholders the professional standing of an organisation s PMs. This will subsequently help to both increase confidence in the workforce, enhancing the credibility of the team, and hence ensure successful delivery of the business. 5

6 Data Sources 6

7 IPMA(R) Certification Levels IPMA define four levels of competence: IPMA Level A: the candidate has to have: demonstrated successful use of the competence elements in the coordination of programmes and/or portfolios; guided programme and/or project managers in their development and in the use of the competence elements; been involved in implementing the competence elements or relevant methodology, techniques or tools in projects or programmes; and contributed to the development of the project manager s profession by publishing articles or presenting papers on his experiences or by outlining new concepts. IPMA Level B: the candidate has to have demonstrated successful use of the competence elements in complex project situations. The candidate has also guided (sub) project managers in their application and implementation of the competence. IPMA Level C: the candidate has to have demonstrated successful use of the competence element in project situations with limited complexity. The candidate might need to be guided in the further development of the competence element. IPMA Level D: only knowledge related to the competence element is assessed (by written examination). 7

8 Benefits of the APM Competence Framework For the Project Manager Ensures a common understanding of the competences required of them Enables assessment of competence against the framework which is aligned to an agreed international standard Helps to identify areas for development / judge readiness for attainment of professional qualifications / certifications. For the Organisation Make a judgement about the Project Management competence of employees at all levels within the PM job family assessed against international standards Analyse overall strengths & weaknesses Identify corporate training & development needs 8

9 Measurement of Competence Technical Current level of PM Competence Competent Project Manager (The Gold Standard) Behavioural Contextual 9

10 Typical Data Input / Output Process APM Technical Domain APM Behavioural Domain Role Profile Training Needs Assessment APM Contextual Domain Scoring Matrix

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12 Six Sigma / PMI link set (sample) 12

13 SFIA / IPMA link (sample) 13

14 PM Competence 3 Domains Technical Competence Domain Contains 30 functional PM competence elements Behavioural Competence Domain Contains 9 personal PM competence elements covering attitudes and skills. Contextual Competence Domain Contains 8 organisational specific competence elements relating to: The role of the PM in the organisation The interrelationship between PM and the organisation s business and administration functions. 14

15 APM Registered Project Professional RPP 15

16 RPP Introduction APM Registered Project Professional (RPP) is a pan-sector competence standard in project management. Successful candidates are included on the publicly available APM Register of Project Professionals. APM Registered Project Professionals will be able to demonstrate the capabilities of a responsible leader, have the ability to manage a complex project and use appropriate tools, processes and techniques. Professionalism is defined through the APM Five Dimensions of Professionalism: Breadth of understanding as defined by the APM Body of Knowledge. Depth of ability in line with the APM Competence Framework. Achievement through professional qualifications and a portfolio of evidence. Commitment through Continuing Professional Development (CPD). Accountability through APM membership and the APM Code of Professional Conduct. 16

17 RPP Assessment Process The assessment for APM Registered Project Professional has two parts: A portfolio of evidence to demonstrate competence across 29 core and 18 complementary project management competences. Your evidence must demonstrate how you have met or satisfied at least 50% of the indicators for each core competence. You must also provide a statement of how you satisfy the knowledge requirements for the 18 complementary competencies. A professional review an interview with two peer APM Registered Project Professional assessors. 17

18 RPP Requirements for Success Successful candidates need to be able to provide evidence of: Managing others in a complex project environment. Demonstrating responsible leadership. Exhibiting professional and ethical behaviour. 35 hours of Continuing Professional Development (CPD) within the last 12 months. Demonstrating competence in 29 core project management competencies. You must also provide a statement of how you satisfy the knowledge requirements for the 18 complementary competencies from the RPP Competencies 18

19 Core Competencies Responsible Leadership BC03 - Leadership BC09 Professionalism & Ethics People Management TC03 Stakeholder Management BC01 Communication BC02 Teamwork BC04 Conflict Management BC05 Negotiation BC07 Behavioural Characteristics Executing TC09 Project Reviews TC11 Scope Management TC25 Issue Management Tools and Techniques TC02 Success & Benefit Management TC04 Requirements Management TC06 Estimating Organisation and Governance TC17 Information Management and Reporting TC20 Change Control TC23 Budgeting & Cost Management CC03 Project Lifecycles CC06 Organisational Role CC08 Governance of Project Management Planning TC05 Risk Management TC14 Quality Management TC15 Scheduling TC16 Resource Management TC18 Project Management Plan Business & Commercial Context TC07 Business Case CC01 Sponsorship CC02 Heath & Safety CC07 Organisation Structure 19

20 Complementary Competencies Technical TC01 Concept TC08 Marketing and sales TC10 Definition TC12 Modelling and testing TC13 Methods and procedures TC19 Configuration management TC21 Implementation TC22 Technology management TC24 Procurement TC26 Development TC27 Value management TC28 Earned value management TC29 Value engineering TC30 Handover and closeout Behavioural BC06 Human resource management BC08 Learning and development Contextual CC04 Project finance and funding CC05 Legal awareness 20

21 Process Project Complexity Questionnaire Portfolio of Evidence Professional Review having successfully completed the portfolio assessment, candidates will be invited to a professional review with two assessors. The review, in an interview format, will typically take around 45 minutes including a 10 minute candidate presentation at the start. 21

22 QA Support Send completed Complexity Questionnaire and detailed CV to your QA mentor who will make contact and issue a Unique Access Code for the on-line Competency Assessment tool. Access the on-line QA Competency-Based Profiling tool using your UAC, and complete a self-assessment against the 29 Core Competencies. 22

23 Continued Support Your mentor receives the completed on-line assessment, checks your knowledge against the 18 Complementary Competencies, and writes a personal report detailing any indentified weaknesses with guidance on how they may be overcome. Once your Role Profile indicates that all competency areas, both core and complementary, are met at the required level you should complete the APM RPP Portfolio of Evidence Application Form. Full support and guidance will be provided by your mentor throughout this process, including advice on presentation skills, up to the point where your application is accepted by APM and the candidate has been invited to the Professional Review interview. 23

24 Workshop Where numbers make it viable, the support process can be received via a purpose designed workshop run by RPP qualified mentors, at the end of which you will be able to: Understand the RPP application process stages, templates and standards Recognise the language and evidence that will be required Be confident in completing the forms Be confident in the interview process. Understand where your portfolio is deficient with an action plan to resolve those deficiencies 24