COMPETENCE IS DYNAMIC -
IT DOESN'T JUST CONTINUE,
IT EVOLVES
Competence at entry-to-practice is different from a professional's competence after this entry point and over their career span.
At entry-to-practice, a one-size-fits-all approach is applied because everyone’s abilities are expected to be essentially the same. After this point, ability sets start to diversify and look different from one registrant to the next in response to work context, and professional interests and aspirations.
Therefore, managing competence of registrants over a career-span needs a different approach.
The Career-Span Competence (CSC) Approach does exactly that.
THE CSC ADVANTAGE
Shift to a Competence Management System
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Our approach links the self assessment and professional development plans and goals to career-span competencies.
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We promote a shift from "Learning Management Systems" (LMS) to "Competence Management System".
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Regulators macro-manage activities of the registrant body across the career span competencies.
Registrants are empowered to micro-manage their individual focused areas of professional development, growth and improvement within a framework of career span competencies. -
Our programs and our proprietary portal are designed to reduce the Regulator’s time and resource management required to run an effective Quality Assurance program.
ENGAGE YOUR REGISTRANTS
IN COMPETENCY-BASED DEVELOPMENT
“Professional regulation is working in the public interest when it supports professionalism and allows it to flourish”
- Cayton, 2015