The I-CAB Competency Assessment and Development Process

Competency Assessments

Assessments specific to organization, region, and work environment

360 Feedback


Optional 360 degree feedback integration

Competency Targets


Organization-specific competency targets

Competency Development


Integrated competency development plans

Reporting


Individual & cumulative metrics and reports

STEP 1:

Set Up Your Organization's Account

Set up your organizations account simply by answering questions about your organizations operations and enabling our algorithms to design your organizations competency assessments specific to your needs...

Customization will ensure your personnel’s competency assessments are customized to their jurisdiction, work environments, risk exposure and regulatory authority. This customization ensures the assessment generated competency metrics are relevant to your workforce and invaluable in your strategic decision making.

STEP 2:

Enrol Participating Personnel

Participating individuals can be easily enrolled and will receive immediate access to a competency assessment that is specific to the organization and their role...

Individual participants will have access to the assessment, development planning tools,360 degree feedback and reassessments upon registering as an active user within the organization.

STEP 3:

Review Individual and Cumlitive Metrics

Cumulative competency metrics provided to administrators provide quantifiable data to allow for informed decision making where situations pertaining to competency that require attention can be more easily identified and addressed.

Other Benefits of accessing cumulative competency data include:

  • Ability to implement contractor and risk-specific development planning
  • Can be used to identify and quantify development risks and opportunities (e.g. effect of retiring baby boomers on supervisory population)
  • Review of standardized competency metrics (post-incident) for predictive correlation and to identify action items to prevent reoccurrence
  • Immediate identification individual/group competency gaps based on regulatory change
  • Reduction of training budgets through targeting resources based on identified needs
  • Increased motivation for competency development due to transparency and comparison to the industry peers (average)
  • Ability to demonstrate organizational due diligence through the management of workforce competency

Metrics related to specific competency data is reported dynamically and therefore does not remain static. For those assessments with a significant regulatory component, the I-CAB Foundation’s monitoring of changes in legislation will often lead to a targeted degradation of the score to reflect a decrease in competence in relation to the revision of legislation. Should significant time pass relative to the competencies complexity, the participant’s score will also degrade. Conversely, improvements are typically gained as a result of strategies enacted in the development plan and made visible post reassessment.

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