Introduction
Contents
I. Opening and purpuse
II. Toolkit organization
III.. Toolkit audience
IV. Considerations for using the toolkit
V. Background of the authors
VI. Important definitions
VII. Competencies and the human resource management system
VIII. Acknowledgement
IX. Support for compentency program development

Part I : Gaining organizational support for competency identification
Contents
I. What is in Part 1, and how should it be used?
II. Things you should consider
III. The Importance of using a consistent vocabulary
IV. Conducting a performance diagnosis
V. What resources are needed to conduct competency initiatives?
VI. Evaluating the results of Part I
VII. Laying the groundwork for the management briefing
VIII. Preparing to present the management briefing
IX. Delivering the management briefing
X. Overhead masters

Appendices
I. Vocabulary and concepts
II. Performance diagnosis activity handout
III. White Paper for management
IV. An organization assessment instrument
V. Action planning form

Part II : Creating competency models step-by-step
Contents
I. Introduction
II. Relationships among the toolkit parts
III. Organizations of part II of the toolkit
IV. Expected outcomes
V. The Apropriate Conversational use of competency terms
VI. An Overview of the steps for identifying competencies and
constructing competency models
VII. Successfully completing the project steps
Step 1 : Identify a competency program manager
Step 2 : Identify the organization sponsor
Step 3 : Identify target jobs for competency identification and
modeling
Step 4 : Link competency applications to strategic
requirements
Step 5 : Establish a project steering commitee
Step 6 : Create a project-management plan
Step 7 : Conduct information briefings
Step 8 : Review performance diagnosis informations :
A Go/No-Go decision time
Step 9 : Research job outputs/results and job tasks
Step 10 : identify key job competencies
Step 11 : Identify behavioral indicators
Step 12 : Construction the competency model

VIII. Evaluating the results of Part II

Appendices
I. : Twelve-step process road map
II. : Vocabulary and concepts
III. : Project tasks flow chart
IV. : Planning and management self-checklist for compency
identification and modeling
V. : Project-management planning worksheet
VI. : Performance diagnosis activity
VII : Sample job description for a fictitious organization
VIII : Representative examples of terminal and enabling outputs tied
to work activities
IX : The Extended DACUM aproach
X : A competency menu for persons performing primarily
supervisory, managerial, or executive work
XI : A competency menu for persons performing individual
contributor of staff work
XII : A procedure using card-sort activities for competence
identification
XIII : Creating your own card-sort pack for competency modeling
with persons performing primarily supervisory, managerial,
or executive work
XIV : Creating your own card-sort pack for competency modeling with
persons performing individual contributor or staff work
XV : A Sample competency identification strategy
XVI : Competency model template