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What is competency-based selection?

Competency-based selection is a methodology for testing whether candidates have the capability to be effective in the post. Used in conjunction with a clear description of the role and an understanding of the particular skills needed for the post, it is widely regarded as a better method of assessment than simply relying on the traditional selection methodology based exclusively on career-history.

For chairs and non-executives it may also have the benefit of widening the field of people from whom non-executives can be selected.

The strategy rests on the premise that past behaviour can be used to predict future success. The technique is to ask candidates, both in the application form and at interview, to describe how they behaved when confronted with a specified situation in the past. The situation will be one which tests a particular competency so that the selection panel can form a clear view of how that individual responded in the past.

This is a far more accurate predictor than painting a hypothetical future scenario and asking the candidate how they would react in those circumstances. Many candidates would be able to provide an idealised reply based on how they think they should react rather than one based on their likely reaction in reality.

The competency framework

The key to this approach has been the development of the competency framework.  We have identified eight competencies, grouped under two headings:

Personal qualities

* self belief and drive

* intellectual flexibility

* patient and community focus

* integrity

Governing abilities

* strategic direction

* holding to account

* team working

* effective influencing and communication.

Each of these competencies is demonstrated by a set of behaviours. For example, to demonstrate their strategic competence candidates would be expected to demonstrate that they can plan creatively and realistically; balance needs and constraints in context; debate cogently. Negative factors would be a preoccupation with present detail; resistance to change; blue skies thinking not rooted in reality.

In this way, each of the competencies can be associated with a set of demonstrated behaviours.

Consultation and pilots

After early consultation through Strategic Heath Authority chairs we piloted the scheme on three recruitment campaigns in March.

Learning from these we have successfully run a number of other pilots and now believe that we have a useful and effective methodology.

Feedback from the pilots has been very encouraging with excellent people who might have been eliminated under the old system coming through strongly.  Panels have also remarked that it has been much easier to reach consensus using the competency assessment.

We have now begun the task of developing all chairs and our independent assessors in the new skills that they will need.

We hope that by April 2005 everyone will have been on one of the 40 workshops that we are running throughout the country over the next six months. To be fair to candidates, it will be a condition of participation that selection and interview panel members have been trained.

This represents a considerable investment in money, time and effort but we believe it will bring our non-executive selection into line with best practice and considerably enhance the judgements that are made during the process.

Using the framework for appraisal

Looking forward to the development of a competency-based appraisal process, we will be trying to develop a process which for chairs allows greater consistency and for non-executives is light touch to reflect their time commitment.

Already, with the Leadership Centre, we have developed a prototype 360º appraisal tool for chairs based on the competencies and this is currently at the first pilot stage. It is our aim to consult widely as these appraisal products are developed further.

Our mission at the Appointments Commission is to make the best appointments possible and to provide the best ongoing support that we can.  We believe that the development of the competency framework will enable us to significantly improve both these activities.