Competency Application
Level 3/4
Level 6/7

1. Read the policy at Competency Based Progression Policy.

2. Prior to the Performance Planner Interview, review the Position Description to ensure currency and relevance to existing role.

3. If the review of the Position Description indicates the position requires competencies at a higher level, complete the next step. If not, advise staff member during Performance Planner Interview.

4. Complete a Competency Based Progression Form (available at Competency Application). In choosing competency standards, pay particular attention to the relevance of competencies to the position.

5. Indicate a total of eight (8) competencies by ticking the relevant competencies in the "Application of Standard is Required on the Job" section of the form.
   
   In addition to the two (2) pre-ticked University Wide Competencies:

   • choose two (2) other University Wide Competencies

   • choose two (2) from the Specific Competencies

   • choose two (2) from either the University Wide or Specific Competencies.

   In some positions there will be a convergence of streams and it may be necessary to identify and select competencies from outside the recognised professional area of the position.

6. Make a copy of the completed Competency Based Progression Form for the employee.

7. Organise a time to meet with the employee to conduct the Performance Planner Interview.

8. During the Performance Planner Interview, advise the employee that Competency Based Progression is possible.

9. Discuss a time frame for the progression with the employee. Consider the length of time it will take for the employee to acquire and consistently perform the competencies (if not already doing so) and the time it will take to gather evidence. As a guide the Competency Based Progression Interview should occur within 2-3 months after the Performance Planner Interview. Discuss with the employee the evidence required for Competency Based Progression.

10. During the Performance Planner interview you will be required to negotiate the opportunity for the employee to perform the required competencies (if this does not already exist within the position).

11. If the employee does not possess one or more of the required competencies, both on and off-the-job training should be considered and noted on their Career Development Plan in their Performance Planner.

12. Conduct the Competency Based Progression Interview with the employee.

13. Confirm that appropriate boxes have been ticked and that evidence is supplied is sufficient and relevant for the specified elements.

14. Sign the "Certification by Supervisor" declaration and complete the "Assessment of Competency Based Progression" section.

15. Where there is not relevant and sufficient evidence to demonstrate competence, you will be required to give feedback to the employee during the interview on what further evidence is required. Complete the "Assessment of Competency Based Progression" section, note the decision on the Performance Planner and return the application to the employee. Comments made must include feedback given to the employee, recommendations made, and the date of assessment.

16. In the case of approval, forward the application to the Dean/Director by the following working day.

17. The Dean/Director will consider the application and if approved, will forward to Personnel & Financial Services for payment. If not approved, the Dean/Director will return the application to you within seven (7) days of receipt of the application.

18. If the application is not approved by the Dean/Director, the reasons for non-approval will be stated on the "Assessment of Competency Based Progression" section of the form. Discuss decision with employee and note on the Performance Planner. Return the application to the employee.
    

(back to top of page)