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Professional competence is assessed through skills, aptitudes, and performance related to a job. Employers evaluate job competency during hiring and ongoing performance evaluations. It helps identify skills to develop and opportunities for advancement. Incorrect assessment can lead to negative outcomes for both employer and employee.
Professional competence refers to the demonstration of various skills, aptitudes and levels of performance as they relate to a specific position or job within a company. There are several ways to assess competence for a job, based on the level of activity or performance considered acceptable within an organization. Here are some examples of criteria that are often associated with the assessment of professional competence.
Sometimes referred to as role competency, job competency is essentially assessed from the beginning of the employment cycle and continues through the end of the employment status. When considering a prospective employee, a company will attempt to correctly assess the individual’s level of competence, in relation to the position to be filled. This means taking a look at the potential employee’s educational credentials, as well as past employment history.
Based on this background information, you can ascertain the feasibility of continuing discussions with the prospect. However, if investigation of these factors indicates that the prospect lacks the kind of skills required for an acceptable level of proficiency, the company is able to reject the application and focus the search in other directions.
Even for existing employees, ongoing assessment of role skills is important. To this end, many employers have a process in place for periodic employee performance evaluations. Generally this will include a look at general efficiency in the workplace, the correct application of knowledge relating to the position, punctuality and often the ability to work effectively with other employees. This ongoing process of assessing job skills helps both the employer and the employee. As a result, employers can identify latent skills which could be developed and which would be in the best interest of the company. Employees benefit from the fact that the quality of work performed is recognized and that there may be opportunities for advancement.
Because job skills include factors such as efficiency, punctuality, and the ability to work well with others, they provide important indicators of whether an employee should be rewarded for excellent performance, helped improve skills in some area, or terminate employment altogether . Understanding the relationship between an individual’s competency and skill set is vital if the right person is to be placed in the right work environment. When job competency is assessed correctly, both employer and employee benefit. When competency for a job is not assessed correctly, the end result is often bad for both the company and the employee.
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