7.2.1 - Competence : Competency measures and evaluation

How to Answer the Question

Organizations should consider the following steps to effectively answer questions about acquiring and maintaining necessary competencies:

1.   Identification of Competency Requirements  : Define what competencies are necessary for roles impacting anti-corruption efforts. This includes both general and specific knowledge, skills, and behaviors that align with the organization's anti-corruption goals. More on defining competencies can be found in the [OECD Competency Framework](https://www.oecd.org/careers/competency_framework.pdf).

2.   Development and Implementation of Training Programs  : Create targeted training programs that address these competencies. Ensure these programs are accessible and mandatory for all relevant personnel. Guidelines on training program development can be explored at [ISO 9001 Checklist](https://www.iso-9001-checklist.co.uk).

3.   Utilization of Competency Assessments  : Regularly assess the competency of personnel through exams, practical assessments, and performance reviews to ensure compliance with training requirements. Techniques for assessing competencies are detailed by [Zavvy](https://www.zavvy.io/blog/assess-employee-skills-competencies).

4.   Monitoring and Evaluation  : Continuously monitor the effectiveness of training programs and make adjustments based on feedback and changes in compliance requirements or business operations. Learn how to measure and monitor at [Harvard Business Review](https://hbr.org/1992/01/the-balanced-scorecard-measures-that-drive-performance).

5.   Documentation and Record Keeping  : Maintain detailed records of all training and assessments to track progress and compliance, and to identify areas for improvement. Insights on effective documentation practices are available at [ISMS.online](https://www.isms.online/iso-9001).

Why It's Important

Understanding how to acquire and maintain competencies is crucial for:

-   Ensuring Compliance  : Competent personnel are better equipped to adhere to legal and ethical standards, reducing the risk of corruption.

-   Promoting a Culture of Integrity  : Well-trained employees foster an organizational culture that prioritizes integrity and ethical behavior.

-   Enhancing Organizational Reputation  : Demonstrating a commitment to comprehensive competency development can strengthen stakeholder trust and confidence in the organization's anti-corruption measures.

Examples

-   Example A  :

 -   Context  : An organization realizes that its procurement department lacks sufficient training in modern anti-corruption practices.

 -   Action  : Implement an updated training module focused on recent developments in anti-corruption legislation and best practices in procurement.

 -   Outcome  : The procurement team's increased awareness and understanding lead to a measurable decrease in compliance violations. Additional resources on procurement best practices can be found on [Investopedia](https://www.investopedia.com).

-   Example B  :

 -   Context  : A multinational corporation identifies a gap in anti-corruption competencies among its new hires.

 -   Action  : Introduce a compulsory onboarding process that includes comprehensive anti-corruption training.

 -   Outcome  : Enhanced competency across the organization, with new hires quickly aligning with the company's ethical standards and practices. Details on effective onboarding processes are discussed by [SHRM](https://www.shrm.org/hr-answers).Organizations should consider the following steps to effectively answer questions about acquiring and maintaining necessary competencies: