JPL workplace competency is simply a description of a required skill, attributes or behaviour for various roles and used to define and measure up workforce’s effectiveness. This is embedded not a framework that brings together a number of job roles and the required capabilities that the job holder must possess or acquire in order to perform his / her job effectively.
A workplace competency is a description of a required skill, attribute or behavior for a specific job used to define and measure an individual’s effectiveness. Competencies are arranged into a framework that brings together a number of job roles and the required capabilities that the job holder must possess or acquire in order to perform his job effectively. While we aim to provide a fair and consistent approach to our employee engagement and development, JPL workforce competencies develop a principles, categories, framework and are beneficial to our workers developments by identifying key area that needs alighting via our training matrix.
In another words, Workplace Competences gives our workers a clear guide for what is expected of them in terms of their performance. This indicate which behaviors are valued, recognised and rewarded. Some of our Client’s have competency matrix imbedded into their workplace so we constantly liase with them in reviewing our temporary workers performances on site, and indicate any key performances or issue, if any.
Some of their practice involves using;
YELLOW cards for warning if they breach the site rules.
RED cards for Serious breach of site rules.
GREEN cards for Good behaviour.
Whiles others involves using;
40 = EXCELLENT (BLUE)
32 – 39 = GOOD (GREEN)
24 – 31 = AVERAGE (AMBER)
0 – 23 = POOR (RED)
Technical & Behavioural
At JPL, we understands the two categories of competencies which are technical and behavioural. Each task does incorporates each of this category. Each must be measurable as well as helping our workforce in identifying key areas of achievement in meeting competency requirements. Our workers benefit from this structure and clarity regarding their roles and expected performance while being able to identify how their own performance links to that of their ability which in turns boost confidence and self belief.
A competency framework is considered a fair and transparent system of performance and development management. This is how JPL structured, measured and integrated its various involvements using competencies. It consists the sets of competencies within human resources activities including job design, recruitment, operational procedures, employee performance and training. It contains all aspects of job performance that can be measured and are relevant to JPL activities. Creating a competency framework is a complex procedure that involves the need to analyse jobs and process its details while ensuringour competency framework meets and complied with legal and equality requirements.