The following Questions & Answers are from the webinars held on February 20th & 22nd. As other questions are recieved, they will be added to this page.

Competencies can and should be an integral part of the job description.Tthe action oriented performance objectives associated with each competency should be included in the job description and part of the performance evaluation process. In addition, by establishing assessment and measurement tools that monitor ongoing department and individual performance a "just in time" rather than once per year forum for constructive feedback is created.

The first step in creating a competency based environment is to understand your organization’s goals and objectives as they relate to customer satisfaction, employee satisfaction, process improvement, and financial performance. Your department objectives need to in line with the organization’s objectives. And remember, your staff competencies are tied to the organization and department objectives. Your action oriented performance objectives are quantifiable and measurable and provide you with a framework for determining the value of your competent front-line staff. This is quantifiable information you can provide to administration and human resources as part of the wage review process.

A one page summary, including information about the resources, will be available at bridgefront.com in the Resource Center.

We will do our best to answer it.

Just send an email to info@bridgefront.com.