Dimensions of Competency

Dimensions of competency must be taken into account when an assessor is gathering evidence of a candidate’s competency  for  a  unit, and assessment should be designed to address these accordingly.

Case studies, questions, simulated work events, and “what if scenarios are useful strategies for assessors to use to assist candidates to acquire and demonstrate these capabilities.

Working with the dimensions of competency highlights some critical points for assessors:

• It’s important to know what’s inside a unit of competency -more than just the performance criteria.
• Having a good understanding of what the work involves also helps an assessor interpret the unit of competency.
• Watching a person use their skills is not enough. It’s critical for assessors to ask questions that explore the candidate’s  knowledge of the job and their ability to solve problems.

Incorporate and assess dimensions of competency

Effective workplace performance requires not only isolated technical skills, but the knowledge and attitudes to apply those skills in routine and non-routine situations. People are considered to be  competent when they are able to apply their knowledge and skills to successfully complete work activities in a range of situations and environments.

The four dimensions of competency are:

• task skills – this involves undertaking a  specific  workplace  task[s].

Assessor needs to collect evidence that the candidate can do the individual actions as well as the whole task.

Example: Data are entered into the computer using appropriate application in accordance with company procedure.

• task management skills – this involves managing a number of different tasks to complete a whole work activity.

Assessor gather evidence that the candidates can provide evidence that they can work efficiently to meet deadlines, handle a sequence of interrelated tasks and progress smoothly between tasks.

Example: Following presentation feedback on product design is obtained from the appropriate personnel. Any modifications are identified and incorporated into the final design.

• contingency management skills – this involves responding to problems and irregularities when undertaking a  work  activity. This may involve dealing with:

Assessor needs to collect evidences that the candidates can respond to problems and irregularities while performing a work activity.

Example: Notification of shift availability, or non attendance for shift, is given without undue delay and according to store policies and procedures.

• job/role environment skills – this involves dealing with the responsibilities and expectations of the work environment when undertaking a work activity.

Assessor must collect evidences that the candidate can;

✓ work with others

✓ interact with clients and suppliers

✓ comply with standards operating procedures

✓ observe enterprise policy and procedures.

Example:      Reports  are  prepared/completed according to company requirements.