员工素质模型(英文版)课件

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1、February 2004Ray Miller:NOS1National Occupational Standards for Applied Psychology-who is competent to do what?Ray MillerChair,Professional Practice Board,BPSFebruary 2004Ray Miller:NOS2A short history lesson1990-feasibility project for occupational standards in Level 5 NVQ/SVQMid 90s-Level 5 NVQ ex

2、emplar project1998-National Occupational Standards for Applied Psychology(Generic)No approval sought for NVQ/SVQsNOS basis for defining competence2001-Review of NOSFebruary 2004Ray Miller:NOS3Why Occupational Standards?European harmonisationGovernment training and education agendaEmployers need for

3、competenceProfessional self regulation Development of training optionsStatutory RegulationContinuing professional developmentRe-accreditationFebruary 2004Ray Miller:NOS4What is competence?The assurance that an individual can complete a specified task to the required standard.Knowledge+Skills+Supervi

4、sed Practice+ReviewFebruary 2004Ray Miller:NOS5Key PurposeTo develop and apply psychological principles,knowledge,models and methods in an ethical and scientific way in order to promote the development,well being and effectiveness of individuals,groups,organizations and societyFebruary 2004Ray Mille

5、r:NOS6Key RolesFebruary 2004Ray Miller:NOS7Model for developmentFebruary 2004Ray Miller:NOS8Acquiring competenceOccupational CompetenceRequired Performance-what?Occupational Context -where?Learning SpecificationKnowledgeSkillsAssessment SpecificationEvidence Requirements-portfolioAssessment Strategy

6、 -methods/criteriaFebruary 2004Ray Miller:NOS9TrainingCompetence basedMaps requirements for different DivisionsFits core competencies model(rather than core placement)Greater flexibility in approach(routes/levels)Possibility of modular/in service/part timeConsistent and coherent across routes Provid

7、es comparisons across DivisionsFebruary 2004Ray Miller:NOS10Professional regulationSets minimum standard for Chartering/Statutory RegulationSpecification of limits of competence Explicit criteria for re-accreditation Accreditation of other learning and experience(e.g.overseas training)Boundaries wit

8、h other professionsFebruary 2004Ray Miller:NOS11Continuing professional developmentSets standard for maintaining competenceComparison between previous standards and current requirementsAdditional competencies or contexts can be acquired(e.g.Management/Teaching)Clear relationship between CPD and serv

9、ice requirements(and pay?Agenda for Change)Lateral transfer-career change-explicit requirementsFebruary 2004Ray Miller:NOS12EmploymentUnderstanding job roles(and pay?)Basis for job specificationBasis for employee specification/recruitmentTemplate for service related development and trainingManagemen

10、t of skill mix and governanceWorkforce planning/forecastingWorkforce development(PDP)February 2004Ray Miller:NOS13Where do we go from here?Final Generic Standards available from BPSDivisions map existing training requirements to StandardsWhat is the same?What is different?Agreeing terminology Standa

11、rdising the benchmarks/assessmentDo we need Divisions?Who is competent to do what?February 2004Ray Miller:NOS14Six step programContextualise NOS/language simplificationExpress qualifications in NOS termsCourse accreditation criteria in NOS termsDevelop NOS as criteria for registration(consultation w

12、ith HPC)Develop software to provide easy access to standards and applicationsCPD“outputs”project link to NOSFebruary 2004Ray Miller:NOS15Who is competent to do what?Increasing convergence of competence across some Divisions(DCP,DCoP,DHP)Development of modular,extended,partial,shared trainingImpact of CPD career pathwaySafe practice or gold standard?Do adjectival titles reliably reflect competence?Need for the individual competence portfolio related to job requirements?February 2004Ray Miller:NOS16The competent psychologist