Reqno_jrc45123_learning%20to%20learn%20and%20civic%20competence%5B2%5D. Revista Sociedade e Trabalho. Revista Sociedade e Trabalho Revista N.º 34 Uma Proposta Metodológica para a Construção de Referenciais de Competências. Contributos para a Consolidação de um Roteiro de Aplicações a partir do Referencial de Competências Filomena Faustino – Consultora Coordenadora da Quaternaire Portugal.Leonor Rocha – Consultora da Nova Etapa, Lda.Margarida Ferreira dos Santos – Consultora Independente. ^topo. 1_R9_Competence_Framework_English. Accomplishing Cross Cultural Competence in Youth Development Programs.
Understanding the cultures of the youth we serve requires more than words and good intentions. The journey toward cultural competence requires the willingness to experience, learn from those experiences, and act (Haley, 1999). As public educators and practitioners of youth development, we have known for some time now that the educator must possess several competencies to be considered effective. For the public educator, some of the competencies include: Judgment, Improvisation, Conversation, Human qualities, Expert knowledge, Knowledge of organizational systems, Sound research and management practices, Skill, and Professional commitment. For the youth development worker, such as an Extension youth worker, those competencies have also included an understanding of: Youth and adult growth and development, and Learning strategies.
These are just some of the competencies necessary for public educators and youth development workers. Cultural competence. Cultural Competence Defined. Core_competencies_for_yw_professionals. Mapping_of_competencies_Final. Book-globalcompetence.pdf. Key Competences For Youth Workers In Non-formal Education, Training In Germany. Core_Competencies_Review_October_2009. Intercultural%20Competence%20Research%20Report%20-%20final.
TALE_Intro_CIM. Dh_health-trainer-competencies. EE%20Competency%20model%20for%20youth%20field%20trainers_ENG. Key competences for lifelong learning. Key competences for lifelong learning are a combination of knowledge, skills and attitudes appropriate to the context. They are particularly necessary for personal fulfilment and development, social inclusion, active citizenship and employment. Key competences are essential in a knowledge society and guarantee more flexibility in the labour force, allowing it to adapt more quickly to constant changes in an increasingly interconnected world. They are also a major factor in innovation, productivity and competitiveness, and they contribute to the motivation and satisfaction of workers and the quality of work.
Key competences should be acquired by: young people at the end of their compulsory education and training, equipping them for adult life, particularly for working life, whilst forming a basis for further learning; adults throughout their lives, through a process of developing and updating skills. Eight key competences Background. Get information on Youthpass! You might already know from the welcome page that Youthpass is a Certificate. On this page you can find more information about issues that are important to get more familiar with Youthpass and its role in the recognition of non-formal education.
Furthermore, you will find here more information about issues which are important to understand the Youthpass process and its principles. Youthpass in Youth Initiatives You might ask yourself what you get from Youthpass. We can answer your question right away - before providing you with more background information. Youthpass provides better quality of learning – you plan it, reflect upon it and collect outcomes! Read even more arguments here. Non-formal learning/education You have been to school, which offers so called formal education. "The Youth in Action programme is the European programme dealing with non formal education" – but what does this mean?
Recognition of non-formal learning Key competences The Key Competences are: 4) Digital competence. The CAMHS Competence Framework - Multiprofessional Psychology - Psychology - By discipline - Education and training - NHS Education for Scotland. What is a competency framework? | Excellence in Arts Practice. What is a competency? There is often confusion between the terms competence and competency. In truth the two terms mean the same thing, in that they are both used as a word that means: a required behaviour within a job role.
However, competence is more usually used when describing a basic minimum level of job behaviour and competency would be more usually understood to be a description of performance excellence. This framework aims to support excellence. What is a competency framework? A competency framework is a model that broadly defines the blueprint for ‘excellent’ performance within an organisation or sector. Why do organisations need competency frameworks? An organisation that neglects to define an expected standard of performance, will be one where judgement of good, bad or excellent will be highly subjective. How can the competencies be generic enough to apply across a whole organisation or sector, yet specific enough to be measurable within one individual?
Like this: Like Loading... Competence%20Framework. The Management Consulting Competency Framework - Institute of Management Consultants USA. "Management consultants are those organizations and/or individuals that participate in the process of management consulting within a framework of appropriate and relevant professional disciplines and ethics designed for the activity of management consulting. "Source: Institute of Management Consultancy, definition in self-regulation paper (the Institute of Management Consultancy, the UK equivalent of IMC USA, merged in April 2007 with the Institute of Business Advisers to form the Institute of Business Consulting) In March 2010, IMC USA was accredited as a ISO/IEC 17024:2003 Certifying Body for the CMC®, and the IMC USA Competency Framework was combined with the IMC USA CMC® Eligibility Standard 1 to form the IMC USA Competency Framework - Certification Scheme for the Certified Management Consultant® (CMC®), a comprehensive overview of the certification process.
The definition of management consulting is a key driver for the development of our competence framework. Next: Why Hire a CMC? Ec-European Commission - The European framework for key competences. APM Competence Framework. Competence-Framework-Oct-20092. Emotional_competence_framework. Mpetence and competency frameworks. This factsheet was last updated in Augus 2013. What are competence and competency frameworks? 'Competency' and ‘competencies’ may be defined as the behaviours (and, where appropriate, tehnical attributes) that individuals must have, or must acquire, to perform effectively at work – that is, the terms focus on the personal attributes or inputs of the individual. 'Competence' and ‘competences’ are broader concepts that encompass demonstrable performance outputs as well as behaviour inputs, and may relate to a system or set of minimum standards required for effective performance at work.
A ‘competency framework’ is a structure that sets out and defines each individual competency (such as problem-solving or people management) required by individuals working in an organisation or part of an organisation. In the past, HR professionals have tended to draw a clear distinction between 'competences' and 'competencies'. European_e-competence_framework_en. 111332_Competence_framework_for_VET_professions. Developing a Competency Framework - Learning Skills from MindTools. Linking Company Objectives and Personal Performance © VeerBinkski Objectives should align across the oganization. You're probably familiar with the phrase ‘what gets measured gets done.' Defining and measuring effectiveness – especially the performance of workers – is a critical part of your job as a manager.
The question is: How do you define the skills, behaviors, and attitudes that workers need to perform their roles effectively? Some people think formal education is a reliable measure. All of these are important, but none seems sufficient to describe an ideal set of behaviors and traits needed for any particular role. A more complete way of approaching this is to link individual performance to the goals of the business. Defining which competencies are necessary for success in your organization can help you do the following: Ensure that your people demonstrate sufficient expertise. How can you define the set of practices needed for effective performance? Developing the Framework. European e-Competence Framework - Home.