Assessment of Competences
By ‘competence’ we mean a combination of knowledge, skills, attitude and personal traits needed to function well in a given job or position. Assessment of competences gives insight into an employee’s qualities. It makes clear in which areas an employee may need to grow, adapt to changed circumstances or new developments within a profession.
Cito helps companies to develop reliable assessment procedures. We will start by defining a professional profile, together with the employer, and in line with the job or position in question. Then Cito will develop appropriate instruments and provide support to the assessors that use them. ‘On-the-job’ assessment is another option. Assessment of competences may take various forms.
Assessment may consist of
- a test of theoretical knowledge;
- a demonstration of practical skill;
- a computer-based test, simulating reality in a multi-media setting;
- a portfolio containing products of the candidate and thereby evidence of what he or she is capable of;
- a psychological test and/or a feedback instrument, enabling a definition of personality traits;
- an assessment centre, in which the candidate is required to perform several tasks simultaneously in a short period of time;
- a system of re-certification requiring the professional to demonstrate an up-to-date knowledge of his or her profession.
Practical examples
- For the Ministry of Justice, Cito has developed an assessment procedure, measuring the competence of security staff at airports. The procedure consists of a theoretical and a practical part, in which the employee has to demonstrate body-frisking skills.
- For European foresters, Cito develops competence profiles for four professional levels. In the near future, assessment procedures will be developed for each of these levels, followed by a plan for implementation in the context of European personnel certification.