CHCM’s competency assessment consultation and workshops are based on Donna Wright’s bestselling book, The Ultimate Guide to Competency Assessment in Health Care. Leaders and staff members will discover an outcomes-focused, accountability-based way of thinking about competency assessment.
This highly practical work will help you create a dynamic competency system that is neither cumbersome nor labor intensive. You’ll identify competencies for each job class, identify ongoing competencies reflective of your organizations’ quality improvement needs, and eliminate overlap between competency assessment and your performance review process.
For over 30 years we have helped teams evaluate competency. CHCM has pioneered the assessment of relational competence for individuals and teams.
Competencies should not come from the top down. Competencies are best determined from the people who do the work. The vision/strategic plan as well as the system should come from the top, but departments or units should determine their specific competencies needs. The three main elements of Wright’s competency assessment model are ownership, empowerment, and accountability. 1) People need to own their practice, their outcomes, and their competencies. Most professional licensure requirements and legal practice acts emphasize this as well. 2) People desire choice. They want to be in control of their lives and their work so put them in the center of the verification process. 3) The whole competency process needs to live in an accountability-based culture. If that culture does not exist competency efforts will wither away.
Competency assessment is an everchanging process that goes beyond selecting the competencies. A successful competency process must properly document all competency considerations and the actual needs of the organization for a certain time period. The Competency Prioritization and Management platform component exceeds regulatory body requirements by providing customizable reports that track and document all steps in the critical thinking and decision-making process around competency considerations. Co-designed with Donna Wright, Creative Health Care Insight is the only platform that empowers organizations to leverage The Wright Model of Competency Assessment. Users can seamlessly prioritize and manage their competency needs while also tracking completion documentation for each employee. The platform allows organizations to embed strategic priorities into the annual competency process, leverage their existing shared governance structure, and empower their team to focus on the competencies necessary for their roles while remaining in alignment with the organization’s strategic goals and outcomes. Save significant time and money by improving the efficiency and effectiveness of your ongoing competency management processes. Competencies can be filtered and prioritized for groups or departments by strategic goals, current population needs, quality data, and high-risk aspects.
The worksheet for identifying ongoing competencies can be used to identify the competency needs for each job for a given period. Brainstorm competency issues for each of the four categories listed on the worksheet: new, changes, high risk, and problematic. Then prioritize the issues identified. The competencies selected should be skills needed by 100% of employees in the job class. This is not a list of educational needs, but a representation of the changing skills needed by everyone in the job category to carry out the current job. Additional worksheets and how to best use these forms can be found in The Ultimate Guide to Competency Assessment in Health Care
Competency verification methods are used to measure the abilities of and individual for a specific competency statement. The eleven categories of verification methods are: tests, return demonstrations, evidence of daily work, case studies, exemplars, peer review/feedback, self-assessment, discussion/reflection groups, presentations, mock events/surveys, and quality monitors. Providing several verification methos to measure the same competency is beneficial in creating a culture of choices and empowerment. Doing so establishes employee buy-in and commitment to the process. And, a single method of verification can never effectively capture all three of the domains of skill (technical, critical thinking, and interpersonal) so you will need to use a combination of the methods to create a sound competency assessment program.
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