1.- PUBLIC SECTOR
The information contained in this document includes a large part of the products and guidelines formulated by the Administrative Department of the Public Function (DAFP) as the body responsible for formulating the Public Employment Policy; from the Higher School of Public Administration (ESAP) responsible for leading the studies and the consultation tables for the identification, occupational characterization and determination of the requirements and procedures for accreditation of labor competencies, supported by recognized success methodology; Likewise, the general guidelines that the National Government and the National Civil Service Commission (CNSC) for the application and incorporation of Labor Competencies in the management of Human Talent at the service of the Colombian State are involved and referenced.
In abbreviated terms, the guidelines can be deduced from the following purposes that in their definitions and textual purposes contemplate the following:
Identification and recognition of Functional Competencies to unify the criteria with which performance should be measured and determine the ideal occupational profiles that each public servant will have to fulfill in order to respond with criteria of quality and responsibility for the functions that are their own.
For the development of this component, the "Methodological Guide for the Identification and Standardization of Labor Competencies for Colombian Public Employees" is available.
Adjustment of the Manuals of Functions and Labor Skills. - The entities and agencies must adopt the parameters established in the current Regulations that establish the criteria and the obligation to define and incorporate the Labor competencies for the exercise of public employment.
For this purpose, the Administrative Department of Public Function in association with the Organizational Development Directorate, designed and updated the Instructions for the "Adjustment of the specific Manual of Labor Functions and Competencies" to provide State agencies and entities with tools and methodologies that allow to establish, adapt, modify or update the respective Manual of Functions.- The incorporation of the Competencies
Behavioral will be done according to the nature of the job and its classification in the respective hierarchical levels.
Territorial organizations and entities must comply with the Nomenclature and classification and functions System and the general requirements regulated by Decree 785 of 2005.- It is necessary that the information expressed in each of the the elements that make up the Labor Skills Standards, namely: The main purpose; Essential functions; Performance criteria; essential knowledge; The contexts or ranges of performance in the work environment; and the objective evidence required is of the order of knowledge, product or performance.
It is advisable and advisable to invite the function manual to consider and take into account the parameters and reports of the "Second international meeting: -Towards a human talent management system based on labor competencies - a challenge for good governance".
Institutional Training Plan.- The training and education of public employees must be oriented to the development of their capacities, skills, abilities, values and fundamental competencies according to the conceptual guidelines established in the "National Training and Training Plan for public employees adopted through Decree 4665 of 2007
For the formulation of the Institutional training plan "PIC", it is necessary to start from the National Training Policy; the pedagogical approach that should support any training purpose in the Public Sector;; the formulation and development of the PIC in a didactic manner and with a sequential structure for each of the actors in the training process; Management of the Team Learning project; and the definition of the Indicators for the evaluation of the results to show the results of both the management and the impact of the training.
Performance Evaluation.- For the development of the performance evaluation of appointed public employees and in a trial period, entities with their own evaluation system will review their performance evaluation system and will incorporate those aspects that allow improving the management of their servants public. For entities that do not yet have their own system, performance evaluation will be carried out following the provisions issued by the Civil Service Commission.
It is sought with all these guidelines and orientations that the different state entities appropriate them and can develop them to identify and standardize the jobs of their transversal or missionary areas with a view to having a more detailed description of their jobs and being able to carry out management processes in a more objective way and adjusted to current regulations, all within the framework of the purpose of achieving optimal management of the
Human Talent "A TOOL FOR THE MODERNIZATION OF THE STATE AND GOOD GOVERNANCE
NORMATIVE REFERENTS
The developments described above are based on the mandates of Law 909 of September 2004 and its regulatory decrees and other regulations that follow.
“ Law 909 of 2004. Public Employment Law. The administrative career and Public Management ”.
Article 19. Sole Paragraph
“The Higher School of Public Administration, ESAP, will lead the studies and the Roundtables for the identification, occupational characterization and the determination of the requirements and accreditation procedures, supported by recognized methodologies. The results of the same will allow the National Government to establish the academic and occupational training requirements of the positions. The National Government will designate the competent body for the standardization, accreditation and certification of labor competencies in the public sector. "
Decree 770 of 2005. By which the system of functions and general requirements for public jobs corresponding to the hierarchical levels belonging to the agencies and entities of National Order, referred to in Law 909 of 2004, is established.
Article 5. Labor competencies and requirements for the exercise of jobs
"The National Government will determine the competencies and requirements of the jobs of the different hierarchical levels, as follows:
5.1. The competences will be determined subject to the following criteria, among others:
5.1.1. Studies and experience
5.1.2. Responsibility for personnel in charge
5.1.3. Job skills and abilities
5.1.4. Responsibility for the decision-making process
5.1.5. Management innovation initiative 5.1.6. Strategic value and incidence of responsibility. "
Article 12. OBLIGATION OF JOB COMPETENCES AND REQUIREMENTS FOR THE EXERCISE OF EMPLOYMENT
"In accordance with the criteria given in this decree to identify labor competencies and with the regulations issued by the
National Government, the entities when preparing the specific manuals of functions and requirements must indicate the competencies for the jobs that make up their staff. "
Decree 785 of 2005. By which the system of nomenclature and classification and of functions and general requirements for the jobs of territorial entities that are regulated by the provisions of Law 909 of 2004 is established
Article 13. Labor competencies and requirements for the exercise of jobs
“In accordance with the categorization established for the Departments, Districts and Municipalities and in accordance with the regulations issued by the National Government, the territorial authorities must establish the competencies and requirements in the respective specific manuals, as follows:
13.1. The competences will be determined subject to the following criteria, among others:
13.1.1. Studies and experience
13.1.2. Responsibility for personnel in charge
13.1.3. Job skills and abilities
13.1.4. Responsibility for the decision-making process
13.1.5. Management innovation initiative "
Decree 2539 of 2005. By which the general labor competencies for public jobs of the different hierarchical levels of the entities to which Decree Law 770 and 785 of 2005 are applied are established.
Article 2. Definition of powers.
The COMPETENCE LABOR defined as the ability of a person to perform in different contexts and based on the quality requirements and expected outcomes in the public sector, the inherent functions of a job; capacity that is determined by the knowledge, skills, abilities, values, attitudes and aptitudes that the public employee must possess and demonstrate. "
In a very simple way it can be defined as the ability to carry out an activity according to planned results
Job competence is associated with a job function in which different activities converge to achieve the desired results.
Law 909 of 2004 and its regulatory decrees on labor competencies are called functional competencies
Article 3. Components.
“Labor competencies are determined based on the functional content of a job, and will include the following aspects:
3.1. Study requirements and employment experience, which must be in harmony with the provisions of Decree Law 770 and 785 of 2005, and their regulatory decrees, according to the hierarchical level in which the jobs are grouped.
3.2. The functional skills of employment "
Article 5. Functional competences.
"Functional competencies will specify and detail what the employee must be able to do to hold a position and will be defined once the functional content of the position has been determined, according to the following parameters:
5.1. The PERFORMANCE CRITERIA or results of the work activity that account for the quality required for the proper exercise of their job functions.- They are defined as the results that must be achieved through work activities and that express the WHAT and the HOW of job performance.
5.2. The BASIC KNOWLEDGE that correspond to each job performance criterion.
5.3. RANKS OR FIELDS OF APPLICATION are the contexts in which the contributions of the employee must be demonstrated to demonstrate their competence.
It can also be defined as a set of circumstances (of time, mode and place) and conditions under which Competence is demonstrated in the exercise of public employment.- It states the variants in which the competence occurs and defines its scope
5.4. The evidence required to demonstrate the work skills of employees.
They are the expected results that allow to demonstrate and later CERTIFY through protocols in the design and construction process, that the public servant is suitable in the performance of the functions, in the knowledge required for the performance of the assigned functions and in the realization of the products specified in each of the elements that constitute the structure of the
Functional competence
2.- PRIVATE AND EDUCATIONAL SECTOR
GENERAL INFORMATION OF THE NATIONAL SYSTEM OF TRAINING FOR WORK "SNFT"
The National System of Training for Work (SNFT) defines for the granting of the operating license of the training entity and the Qualified Registries of the programs the issuance of administrative Acts of the Secretariat of Certified Education resulting from the evidence of compliance with the requirements, thus detailed in general terms:
- General information of the institution.
- Name of the institution Headquarters and territorial location Academic and administrative structure Institutional Educational Project (PEI) Coexistence Manual Regulatory documentation for enrollment, evaluation and promotion, validation of certificates, recognition of knowledge, control of training practices, places of agreement, etc.
- Curricular design of the programs.
- Program associated with and consistent with labor competency standards. Performance area to which it points or hierarchical level of the public servant. Description of the graduate's competences. Description of the teacher's profile. Organizational structure (administrative, academic, financial and support Logistical, technological and support resources. Others referred to in Decree 4904 of 2009.
The following is the inventory and / or statistics of the National System for Work "SNFT" recently published dated March 30, 2015
| one | SECTORAL TABLES | 85 | |
| two | COMPETITION RULES
CURRENT |
LABOR | 2,540 |
| 3 | CURRENT DEGREES | 545 | |
| 4 | TOTAL CERTIFICATIONS | 801,352 | |
| 5 | CERTIFIED PERSONS | 408,123 |
QUALITY CERTIFICATION OF TRAINING FOR WORK
CHARACTERISTICS OF THE QUALITY CERTIFICATION OF TRAINING FOR WORK.
The certification is aimed at programs and institutions offering training for work, with the aim of obtaining public recognition of their quality. It is voluntary and is run by third-party, specialized and publicly recognized organizations that act in accordance with standard criteria, processes and instruments specifically established by the CCAFT and the pertinent provisions. It is temporary in nature and must be periodically renewed, in accordance with the regulations issued by this body, without prejudice to the authorizations and certifications required by current provisions.
INCENTIVES FOR PARTICIPATION IN THE SCAFT
Article 14. ON THE HIRING OF THE SENA. The contracting carried out by SENA with external programs and institutions for job training training MUST be carried out with the institutions and programs certified under the SCAFT.
Quality system of job training
CONTRACTING WITH THE STATE. State entities in processes of contracting training and training services may grant an additional score to training institutions for work certified under the SCAFT or may use it as a tiebreaker, in accordance with the provisions of Law 80 of 1993 and its regulatory decrees.
PARTICIPATION IN PROMOTION AND INSURANCE PROGRAMS
The training programs and institutions for certified work within the framework of the SCAFT may preferentially participate in strengthening, promotion and quality assurance programs that the State promotes or develops in alliance with private public or international cooperation actors.
INPUTS, PROCESSES AND PRODUCTS OF THE NATIONAL SYSTEM OF TRAINING FOR WORK SNFT
| SUPPLIES / REQUIREMENTS | PROCESSES | PRODUCTS / RESULTS |
|
Identified training needs of the sector, area subsector or production chain |
STANDARDIZATION | Functional Map
Standards and Qualifications of Competence Colombian Labor Catalog of Labor Qualifications Labor market information |
| Competition Rules
Colombian Labor Evaluation instruments Trained and certified evaluators Catalog of Labor Certifications |
EVALUATION AND TRAINING | Information on training needs
Competent human talent Certified human talent |
| Competency Qualifications
Labor Design and development of evaluation, training and certification plans Trained teachers Pedagogical resources Adapted educational environments Adjusted administrative procedures Labor practices, internships Information on training needs Information about the educational offer Information about teachers |
TRAINING | Human talent formed by skills
NCL-based educational offer information Assessment, training and certification plans Trained and certified teachers Pedagogical resource banks Documented administrative procedures Relevance, rationalization and efficiency in the training offer based on labor competence standards |
The educational offer will be oriented to attend the following options or alternatives:
- Labor technician by competencies or the name determined by the state agencies with the hourly intensity parameter greater than or equal to 600 hours defined in decree 4904 of 2009 Academic training, whose hourly intensity will be equal to or greater than 160 hours; y Informal education with intensity of less than 160 hours; modality not yet regulated ”.
“For the institutionalization and formalization of the training centers of public entities, to respond to the needs of the relevant problems of the institutions and public servants, it will be necessary to meet the requirements of Law 1064 of 2006, its regulatory decree current 4904 of 2009 and the NTC 5581 standard that defines the requirements of the programs structured by labor competence standards. Later it will be feasible and recommended that these centers, formalized by the Ministry of National Education, obtain the certification of the Quality Management System with the NTC 5555 standard ”.
An alternative of great interest to adopt the Institutions or Centers of Education for Work consists of adopting and implementing the Agreement 00004 of 2012 of the SENA that offers the alternative of recognizing, Authorizing and registering the programs in the Virtual Apprenticeship Management System " SGVA ”by means of an act that includes the offer of the institutions in the educational offer of SENA; In addition, the aforementioned Agreement contemplates the possibility of complying with the regulated quota of apprentices to companies that develop training programs for work and human development oriented to the training of their linked and potential personnel, benefits that are acquired after compliance with the requirements expressed in standards NTC 5581 and NTC 5555 of the Ministry of National Education
“With all this information referred to in a very synthetic way, it is to be expected that the State and / or the competent Organizations in the very short term will incorporate the similar criteria for compliance with the National Development Plans and the Institutional Training Plans (PIC), homologated or adjusted from the National System of training for work "SNFT"; the criteria and / or protocols for evaluations and certifications of Public Servants are specified; profile of the evaluators; the technical, academic and structural conditions of the accredited Certification Body, the orientations, guidelines and criteria for the selection of evaluators of labor competencies, the pertinent instruments for performance evaluation, are determined,knowledge or product expressed in the elements of the Functional Standards and the public servant certification model.- all within the framework of the government policy "COLOMBIA CERTIFIES" and inserted in the purpose and commitment of "THE MANAGEMENT OF HUMAN TALENT BY LABOR COMPETENCES TOOL FOR THE MODERNIZATION OF THE STATE AND GOOD GOVERNANCE ”.
CONCEPTUAL REFERENCES
The functional focus of labor competencies which the Functional Analysis develops, has as a method of analysis of the jobs that take place in the different activities of production of goods and services in a country.
FUNCTIONAL ANALYSIS is a method of analysis of the world of employment that tries to respond to the new conditions generated in the production of goods and services and economic activity in general, referring to technological advances, the new form of work organization and requirements to compete in international markets.
On the other hand, it is an alternative link between the qualification needs of the personnel who work in the different productive systems of a country and the capacities that the educational system must generate in its students to be linked to the changing world of the labor market.
Through functional analysis, key labor competencies (functional competencies) are identified for the exercise of employment in public entities, social organizations and sectors of economic activity; The quality standards and norms that govern job performance are agreed upon among the stakeholders, and the certification systems for labor competencies are promoted through the evaluation of performance based on the respective standards.
In this way, it bridges the gap between the human capital development needs of public entities and social organizations in the country and the improvement and training programs for labor competencies offered by the national educational system, as a component that closes the circle of quality that certifies services, processes, systems and human capital.
Labor competencies arise in the adoption of a new concept in the Public Administration that defines as "the ability of a person to perform in different environments and based on the quality requirements and expected results in the Public Sector, the functions inherent to a job; capacity that is determined by the knowledge, skills, abilities, values, attributes, attitudes and aptitudes that the public employee must possess and demonstrate ”.
The integrated sum of the products obtained from methodologists, experts and work teams, the methodological structure of the Administrative Department of Public Function; Higher School of Public Administration and the Civil Service Commission becomes inputs and references for public entities, servers, organizations and the community in general to achieve levels of excellence in their processes and raise the capacity of human capital towards achievement. of the objectives and purposes of the state.
For public servants it is the great opportunity to adjust the current state of their capacities and potentialities to increase the stock of knowledge and their contributions and contributions to state productivity and competitiveness are valued.
National quality assurance system
Functional analysis allows identifying the essential functions that officials must perform in an entity to achieve the institutional mission or purpose; identifies in each function the results that the official must achieve, the knowledge that she must possess to perform competently, the circumstances and requirements in which she must exercise her job and the evidence that proves that what she does is as expected.
In this way, it becomes a useful methodology for public entities and social organizations that seek to achieve levels of excellence in their processes and increase the capacity of their human capital to achieve their objectives; for people, in a way to increase their stock of knowledge, to value their contribution to productivity and state competitiveness and to the social recognition of their professional capacities.
Functional Map of Labor Competencies
The map or tree of essential functions is the graph resulting from the application of the functional analysis methodology, which describes the main purpose or mission of an entity or of a job from which it breaks down the key functions that must be performed to achieve it and successively, each key function is broken down into the main functions within each of them; Each main function is broken down into sufficient and necessary sub-functions that allow it to be carried out until the functions performed by each official of the entity are found. These last-level functions, also called individual functions, are those associated with job competencies.
Functional Map of Labor Competencies
In this way, a map is obtained that aligns the entity's functions with its purpose or mission and with its horizon or vision; By means of a graphical representation the main functions of an entity can be visualized; identify deficit of functions in the organization and become an organizing element of organizational practice.
DEFINITIONS
Labor Competence Units
The functions of the last level of the map are grouped by similarity and nature to achieve the same work results, in minimum sets of competencies, called UNITS OF LABOR COMPETENCE. In this way, each Unit is made up of a minimum of individual or last-level functions, called elements of competence.
Labor Competence Units
Labor Competence Element
It is an individual function extracted from the job functions map, which is part of the set of similar and convergent functions that are organized to obtain a job result. Each element is a constitutive part of a job competence. For example:
Labor Competence Element
Labor Competition
In this sense, a job competence is associated with a job function in which different activities converge to achieve the desired results. In Law 909 of 2004 and its regulatory decrees, labor competencies are called functional competencies.
Each job role is broken down into the performances required to achieve these results, called performance criteria that express what a person is capable of doing and the way in which it can be evaluated if what he did is well done; the knowledge associated with them; the conditions and circumstances in which you must demonstrate your competence, called range or field of application and the types of evidence necessary and sufficient to ensure that what you did was done consistently based on effective knowledge.
Within this approach, LABOR COMPETENCE is defined as “The ability of a person to perform, in different contexts and based on the quality requirements and expected results in the public sector, the functions inherent to a job; capacity that is determined by the knowledge, skills, abilities, values, attitudes and aptitudes that the public employee must possess and demonstrate. " In a simple way it can be defined as the ability to carry out an activity according to expectations.
Performance Criterion
Work activity in which an element of labor competence is broken down, expressed as a critical work result that is expected to be achieved and the quality of that result. It is defined as the results to be achieved through work activities and that express the WHAT and HOW of job performance.
In the example of the graphic on the previous page, a performance criterion of the Element: Prepare pre-specifications and receive observations according to current regulations, must answer the question: What should the official do to prepare pre-specifications and receive observations according to current regulations?
A possible answer would be for example: Analyze the object of the contract in accordance with the rules and required needs.
Another possible answer would be: Verify the budget according to market studies.
As many performance criteria as required to answer the question asked in a sufficient manner should be placed.
Range or Field of Application
Set of circumstances (of time, place and manner) and conditions under which competence in the exercise of public employment is demonstrated. It states the variants in which the competition exists and defines its scope.
In the case of the example, the range or field within which the competence to prepare pre-spreadsheets must be demonstrated refers to the types of pre-spreads that exist: larger and smaller. This range or field also applies only to state entities and to any entity with the exception of mixed economy entities and state industrial and commercial companies.
Performance Evidence
Tests that allow certifying competence in the performance of job functions, which are classified as:
- Evidence of performance, recorded through real-time or simulated observation of work functions Evidence of products that result from the exercise of functions, recorded through analysis of the quality of work products Evidence of knowledge associated with performance of functions productive, obtained through oral or written tests
Norm or Standard of Labor Competence
Agreement entered into by actors of a sector, public entity or social organization about the expected results of the exercise of labor functions in their different activities, the knowledge associated with them, the contexts and circumstances where the performances occur and the evidence that proves the associated competence. For a unit of competence to become a standard of competence, it must follow a process of public consultation in the corresponding sector, in order to obtain a broad consensus on the quality indicators (performance criteria, knowledge, range of application and evidence) that evaluate the competence of people in the exercise of their job functions.
In the case of the Unit of Competence that has been illustrated in this same unit with its three elements, it would become the standard after it was validated with a representative sample of state contracting offices.
- Evaluation of Labor Competencies
Process through which evidence of the competent performance of officials in the exercise of their functions is obtained, in accordance with what is described in the norm or standard of competence, aimed at obtaining public recognition or certifying the competence to perform in a work activity. It must be a concerted, transparent, objective and self-regulated process, carried out during a period determined by the same candidate to be certified.
Scope of the Methodology for Identification and Standardization of Labor Competencies for Public Employment in the Country.
The methodology of the Functional Analysis is applied in all missionary, transversal and support sectors of the public administration and for all state entities of the national and territorial order, in compliance with the mandate of Law 909 of 2004, Public Employment Law and its regulatory decrees, decree 2539 of 2005 and decrees 770 and 785 of 2005.
In this sense, all public entities of the national and territorial orders must use the Functional Analysis methodology to identify the labor competencies of their positions and develop labor competency standards that serve as references to evaluate the competencies to exercise them.
In the pilot experience carried out within the framework of the mandate of Law 909 of 2004, led by the Higher School of Public Administration, ESAP, and supported by the Administrative Department of Public Function, DAFP, the methodology was applied in the transversal sectors of State Contracting and Public Legal Management of the national order.
The present methodology can be applied to a state, missionary or transversal sector; For the purposes of the application of decrees 770, 785 and 2539 of 2005, it will be applied in all sectors of the public administration, Ministries, decentralized Institutes and their dependencies in the national and territorial orders.
The Public Function sector, made up of the Administrative Department of Public Function and the Higher School of Public Administration, will lead the identification of labor competencies and their standardization in the missionary, transversal and support sectors and areas in Public Administration, through the present methodology.
Through the Functional Analysis methodology, the Colombian public administration will be able to count on a tool that allows it to identify functional competencies for public employment, regularize the selection and development systems of public human talent, and standardize and normalize public employment in the country, guaranteeing thus transparency processes in access, mobility, development and evaluation of State officials in the Public Administration. In other words, it becomes a tool for the Management of Colombian Public Human Talent.
Methodology for the identification of Labor Competencies
The Functional Analysis methodology includes five work stages that must be taken into account to carry out the process of identification and standardization of labor competencies
- Identification of key actors Preparation of functional map of competencies Identification of competencies by positions Development of labor competency standards Validation of labor competencies
For the purposes of understanding and applying the methodology and application of the products in State entities, it has been divided into the following stages:
- Identification and standardization of Labor Competences Adjustment or establishment of the Manual of Functions Formulation of the Institutional Training Plan Performance evaluation
For the achievement of the results of effectiveness, efficiency and productivity, the respective methodological guides wisely elaborated are available, with recognized technical and academic honesty.
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