There are a range of practical ways you can put the competency framework into action.
Ways you can use the framework
Here are some ideas about how the framework can support peer-to-peer discussions, self-reflection, inform HR processes and as part of an in-depth review.
If you want to review in more depth the money guidance your organisation delivers, you can use our Self-Development tool
Use our self-development tool for money guidance providers
We’ve created a four-step process and a tool (built in Excel and coming soon) to help you review the money guidance your organisation delivers and identify areas for development. It can be used flexibly to meet your needs and revisited over time.
1. Map your money guidance provision
The first step is to map the money guidance your organisation delivers against the breadth and depth of the competency framework. The self-development tool helps you:
- identify the competencies involved in the money guidance your organisation delivers;
- identify areas in which you have provided training or other continuing professional development (CPD), e.g. coaching, supervision;
- identify gaps in service provision, training and CPD that you could consider for future development and
- prepopulate the tool with the competencies your staff will self-assess against in step two.
When you're ready you can move onto step two where your staff will self-assess their confidence levels. However, you can stop here if you simply want to explore the detail of the framework and establish how it fits with your service provision, and staff training and development. Alternatively you can go straight to step three.
2. Self-assess confidence levels
The next step is to consider how confident your staff feel about the money guidance they deliver. The self-development tool:
- gives your staff a rating scale to self-assess their levels of confidence in the competencies their individual roles cover;
- helps you reflect on the areas in which staff feel most and least confident;
- helps you consider areas of least confidence as potential future training and development opportunities and
- gathers together information to review in step three.
When you're ready you can move onto step three where you will review your organisation's strengths, gaps and areas for improvement. However, you can stop here if you simply want to record your staff's combined confidence ratings for your own purposes.
The next step is to review your organisation's strengths and areas for improvement. The self-development tool helps you:
- review gaps in your organisation's coverage, and related training and CPD;
- acknowledge your strengths and reflect on the areas in which your staff have most confidence (if you completed step two);
- identify where your staff feel least confident and potential areas for development (if you completed step two);
- use the collated information to prioritise areas for development within a flexible timetable or
- prepopulate the organisational training and development plan you will complete in step four.
When you're ready you can move onto step four where you will form your organisational training and development plan. However, you can stop here if you'd prefer to transfer the information onto your own template.
4. Action planning
The final step is to form your organisational training and development plan. The self-development tool will help you:
- synthesise the areas you have prioritised for staff development;
- record training, development or other activities that can provide appropriate support;
- allocate budget and resources to priority areas and
- plan your actions across a manageable timescale.
You can revisit the organisational training and development plan – and all the other steps in the process – over time, for your own purposes or as part of a more formal review. Whatever the purpose, it can form the basis of a sustainable process to review, develop and enhance your service provision in line with the competency framework.