A well-structured competency model forms the bedrock of success. Last week marked a significant milestone as we gathered to celebrate the culmination of a collaborative effort between myself and the Department of Finance.

Embarking on this journey in 2020 to refine and enhance their existing competency model, which was initiated back in 2017, was a testament to our dedication towards fostering a workforce of exceptional skills and capabilities.

In 2017, the Department of Finance laid the groundwork for a competency model, recognizing the critical role it plays in shaping a proficient workforce. Fast forward to 2020, and this foundation became the canvas upon which we developed a more robust framework.

The competency model ceased to be theoretical and took a tangible form. The model served as a compass, culminating to the evaluation of employees' skills, knowledge, and behaviors. This assessment was not merely a routine exercise; it was a deliberate endeavor to discover individual strengths and areas for improvement.

The assessment outcomes will become the cornerstone for charting the trajectory of DOF towards 2024. With insights garnered from the evaluations, individual development plans will become the testament to how an organization can harness the power of assessment to tailor-make learning journeys that not only address current roles but also align with future aspirations.

DOF is not merely looking at another year – they are looking at a year of growth, innovation, and transformation. This event was not an endpoint; it was a beginning. A beginning of a cycle where assessment, development, and achievement merge into a continuum of excellence.

Interested in something similar for your organization? Check out the course Competency Integration to get started, and thendrop me a line! Let’s make something awesome together!