For most professionals, following entry into the workplace there is a requirement to maintain “continuing competence”. In reality however, across a professional’s career, competence evolves as knowledge, experience, abilities and performance develop. Competence is a dynamic rather than a static concept, and we say that, as such, the term “Career-Span Competence” is preferable.
Looking across a group of professionals, Career-Span Competence becomes individualized as development responds to the uniqueness of individual practice settings over time. From the perspective of standard-setting, Career-Span Competence is something of a moving target.
Understanding and managing Career-Span Competence requires a fundamentally different approach to the management of entry-level competence. Career-Span Competence can only be micromanaged by the individual professional, within the context of broader guidelines.
Enter the Career-Span Competencies!
The Career-Span Competencies:
Are a cluster of 14 behavioral principles that should guide the performance of all professionals
Apply across professions, across roles and across work settings
Are broadly stated and include interpretation statements to explain their application; interpretation statements can – and should – be tailored by the professional to suit their individual practice
The Career-Span Competencies provide:
A powerful way of looking at how competence develops over a professional’s career span
A structure for developing organizational programming for professionals (such as regulatory quality assurance / quality improvement programs)
An approach that meets organizational needs to manage Career-Span Competence, AND resonates meaningfully with individual professionals by giving them control of their own professional development to be the best they can be
If you would like to learn more about how the Career-Span Competence Approach can help support your organization and the individuals it represents, please contact us.