Defining a Competency Strategy Model

To define a competency strategy model use the WA_WP_MODEL_DFN.GBL component and follow these steps:

Set up the model identification.
Complete the model definition.

The model definition includes these basic elements:

Model ID
Workforce Group ID
Competency Strategy ID
Roles
Match parameters

Page Used to Define a Competency Strategy Model

Page Name	Definition Name	Navigation	Usage
Competency Strategy Model	WA_WP_MODEL_DFN	select Workforce Analytics, then select Workforce Planning, then select Setup and Process, then select Setup Competency Model, then select Competency Strategy Model	Define a competency strategy model, including rules for group ID, strategy ID, and match parameters.

Prerequisites

Before you can define a competency strategy model, you must set up model IDs using the Models page. This page is documented in the PeopleSoft Enterprise Performance Management Fundamentals

Competency Strategy Model Page

Use the Competency Strategy Model page (WA_WP_MODEL_DFN) to define a competency strategy model, including rules for group ID, strategy ID, and match parameters.

Navigation

select Workforce Analytics, then select Workforce Planning, then select Setup and Process, then select Setup Competency Model, then select Competency Strategy Model

Image: Competency Strategy Model page

This example illustrates the fields and controls on the Competency Strategy Model page. You can find definitions for the fields and controls later on this page.

Competency Strategy Model Definition

Model ID

You can associate each effective-dated model ID with only one workforce group ID and one strategy ID.

Group ID

Defines the set of workers within the workforce who are subject to the Match process. Prompt list values for this field are from the WA_CP_GROUP_DFN table.

Strategy ID

Defines all the roles and associated competencies and accomplishments that are required for the model. Prompt list values for Strategy ID are from the WA_STRAT_DFN table. The system retrieves all of the roles for the competency strategy and populates the first four columns (Role, Role Type, description, and Sequence) in the grid at the bottom of the page.

Minimum Fit (999.99%)

Specify the minimum fit that is needed for the system to consider a worker a match. This is the calculated fit, in percent, that you want to see between a worker's competencies and the competencies that are required for the strategy. What percentage do you consider a match, 80 percent or better, or is 100 percent the only acceptable match for your scenario? If you leave it zero, then all matches will be returned.

Competency Evaluations

Evaluation Date >= (evaluation date is greater than or equal to)

Limit match processing to only those workers whose competency evaluations were performed on or after a given date.

Default Absent Evaluations

Instruct the system how to handle match processing for workers who do not have a competency evaluation. Selecting the check box indicates to the system that you want workers without competency evaluations to have them supplied by default from the role definition for the employee's job code or position. In essence, this means that you assume the worker possesses all the competencies that are required for role types of job code or position. If no role definition exists for the employee's job code or position, then nothing happens. Leaving the check box deselected directs the system to exclude those workers from the analysis, that is, employees with no competency data will not be considered for Match processing. You can see how many workers in a scenario have their competencies supplied by default by viewing the count on the Statistics inquiry page. The system does not supply accomplishments by default.

Match Parameters

Use the fields in this group box to select default match parameters for the roles in the grid. You first select from among the default options in the Match Parameters group box by picking and choosing one at a time. Then click theSet All button to set the check boxes in theRoles grid to match what has been selected in the Match Parameters group box.

Department/Geography

Select to narrow candidate selection for the Match process. The system evaluates only workers in the organization who are specified in the competency strategy. If you do not select this check box, the system evaluates all workers in the workforce group who are specified at the top of this page.

Node Match

Works in conjunction with the Department/Geography field. Use this field to specify, in cases in which the organization is tree-based, whether a worker's organization value should be compared to just the node, or to the node and all of its children.

Job Code/Position

Select to further narrow candidate selection for the Match process. The system evaluates only workers whose job code or position match the role job code or position. This check box is enabled only if the role is of type job code or position.

Competency/Accomplishment

Select to indicate whether the system should evaluate a worker's total fit by competencies and accomplishments.

Experience

Select to indicate whether the system should evaluate a worker's total fit by experience.

Proficiency

Select to indicate whether the system evaluates a worker's total fit by proficiency.

Importance

Select to indicate whether the system evaluates a worker's total fit by importance.

Roles

The system displays the roles for the competency strategy that are specified at the top of the page in this grid. The first four columns Role,Role Type,Description, andSequence are display-only. You cannot add or delete rows of data from the strategy.

You can edit the match parameters for each role if you want them to be different from the defaults. The information in this grid is stored in the WA_WP_MODEL_SEQ table. The overall model definition is stored in the WA_WP_MODEL_DFN table.