The following article explains in detail how to upload competencies and assign them to positions or job families, both in bulk and individually, using the Development Levels methodology.
Scope / Limitations:
To upload competencies individually or in bulk, you must have an administrator profile on the platform or a custom profile with editing permissions for positions and importers.
Definitions:
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Competencies:
A competency is a skill, knowledge, or ability that an employee must possess to perform their job effectively.
In Buk, it is possible to create both specific and transversal competencies for positions or job families, which will be evaluated during the performance evaluation process.
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Indicators:
CObservable and measurable characteristics that demonstrate the level of mastery or performance of a competency by the employee.
In a performance evaluation in Buk, evaluators must rate each indicator to assess each competency of the employee. The score for each competency will be the simple average of the scores of its indicators.
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Development levels methodology:
The Development Levels methodology allows for the creation of competencies and the adaptation of their indicators according to the position or job family. This facilitates the evaluation of the same competency in different roles, adjusting the specific indicators to the development level of each one.
For example, consider the competency "Collaborative work," which has two development levels. We can assign this competency to two different roles; one of them is assigned level 1 to evaluate the corresponding indicators for that level, while the other is assigned level 2, thus allowing the competency to be evaluated with different indicators.
Individual Platform Process:
To create competencies using the Development Levels methodology, go to the side menu and select "Administrativo." Then, choose "Organización" and click on "Cargos." Next, select the "Competencias" tab, where you will find a list of 22 competencies organized by: update date, name, description, scope, indicators, and actions. These competencies are predefined in the platform, and you can delete or edit them by clicking the corresponding pencil or trash icons, respectively.
Before creating competencies, it is essential to define the methodology you will use. To do this, click on "Configurar Metodología" and choose "Niveles de desarrollo." Then, click on "Actualizar Configuración General" to save the changes.
To create, you must click on the "Crear Competencia" button and complete the following information:
- Name:This is the title of the competency.
- Description:Describes the competency.
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Scope: You must select the scope of the competency, that is, who will be evaluated.
-Transversal:
The competency will be evaluated for all positions in the organization. When creating a performance evaluation, you can select which transversal competencies you have created will be included in the evaluation, and these will be evaluated for all participants in the evaluation.
- Specific:
The competency will be evaluated for certain positions. After creating the competency, you can assign it to specific positions or job families. -
Development levels:
Then you must click on "Crear Nivel" to create all the levels you need.
Indicators:
You must create the levels and add the indicators that will be part of each level. It is important to remember that indicators are the observable behaviors that represent that competency. You can add indicators for each level and thus differentiate which indicators will correspond to each position.
First, click on "Crear Nivel" as many times as needed. Then, in each level, you must enter the corresponding indicators by clicking on "Agregar."
Recommendation: También puedes crear competencias en la metodología
"Niveles de desarrollo" y agregar solo un nivel.
Assignment of Competencies to positions:
To assign competencies to positions, after completing the Competency Manual, go to the "Organización" section and then select "Cargos." Then, click on "Mostrar."
In the "Competencias" tab, you must enter the Specific Competencies for the position and at what level they will be evaluated. To add more competencies, click on "Agregar."
You must assign a weight to each competency. The sum of the weights must be 100, so you will not be able to edit the weight of the first competency, as it will calculate the remaining weight to reach 100%.
You must also choose which development level these positions will have in the transversal competencies.
When you set up a performance evaluation and choose to evaluate competencies, you can choose to evaluate both transversal and specific competencies. The specific competencies that will be evaluated for the participants will be those assigned to their position, and the weight and development level will be the ones entered here.
Assignment of competencies to job families:
You also have the option to assign competencies through job families. These families allow you to group certain roles that will be evaluated based on the same competencies.
To create a job family, first go to the "Familias de Cargos" tab and click on "Crear Familia de Cargo."
You must assign a name to the family and select the corresponding positions. From this section, you can assign the specific competencies that correspond to the job family, at what level they will be evaluated, and the weight. You must also select at which level the transversal competencies will be evaluated.
Important: Es crucial elegir entre asignar las competencias a los cargos individuales o a las familias de cargo. Si asignas a ambos, el peso de las competencias de los cargos excederá el 100%, lo que no permitirá evaluarlos
Bulk Competency Creation Process on Platform:
You can also upload competencies in bulk using importers. To do this, go to the "Información" section and select "Importadores." In the "Talento" tab, you will find the "Competencias" and "Indicadores metodología niveles de desarrollo" importers.
You must first upload the "Competencias" importer.
To upload competencies in bulk, you must use an Excel file that you can download from the platform.
In the window, you will see instructions for completing each column. Make sure not to modify the file format.
Click on"Descargar plantilla"to get the file and fill it in with the required information.
The field"Cantidad máxima de indicadores a cargar por Competencia"is not used in this methodology, so you can enter0without any problem.
An Excel file will be downloaded, which you must complete with the competency information.
The downloaded Excel template contains two sheets:
Instructions (Sheet 1)
Includes detailed explanations on how to complete the other sheet.
Upload competencies (Sheet 2)
This sheet is where you enter the competencies.
For the "Development Levels" methodology, you must completeonlythe columns"name," "description," and "transversal"since the indicators must be uploaded using the "Indicadores metodología niveles de desarrollo" importer. This must be done after uploading the "Competencias" importer.
Now you must download the "Indicadores metodología niveles de desarrollo" template.
In the window, you will see the instructions for the columns to complete; make sure not to edit the file format. To download the file, click on "Descargar Template."
In the Excel file, you will find two tabs. The "Competencia" tab shows the list of competencies you have created. This tab serves as a guide for uploading indicators for each competency; you should not modify it.
In the "carga_indicadores" tab, you must enter the indicators in each row and specify which level they correspond to. To upload the indicators, you must have previously completed the "Competencias" template. Enter the indicators for all the competencies you need in the file.
Once the file is complete, you must save it and upload it in "Seleccionar archivo."
After uploading the competencies, you must assign them to positions or job families individually as mentioned earlier.
🤖 This article was translated using artificial intelligence. View original article.