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|−|Competence model: The first two diagrams below show: | |
|−|* The 4 quadrant model use in SARCoN for the competence or regulatory bodies’ staff, and | |
|−|* The proposed generalized model which could be used for all nuclear organizations. | |
|−|The third diagram shows the differences between the main different types of organization for consideration. | |
|−|[[File:Four quadrant model for human competences in a regulatory body.PNG|thumb|right|500px|Fig 1. Four quadrant model for human competences in a regulatory body (modified from TECDOC 1254, SARCoN etc)]] | |
|−|[[File:Generic four quadrant model for human competences in an organization.PNG|thumb|right|500px|Fig 2. Generic four quadrant model for human competences in an organization (Modified from the above regulatory body diagram)]] | |
|−|[[File:Main types of organization for consideration – comparison of competence categories.PNG|thumb|right|500px|Fig 3. Main types of organization for consideration – comparison of competence categories]] | |
|−|'''Source:''' [[Mapping organizational competency in nuclear organizations]] - Nov 2012 draft | |
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Revision as of 19:54, 23 December 2013
Competency is Generic task or a function. The ability to put skills, knowledge and attitudes into practice in order to perform activities or a job in an effective and efficient manner within an occupation or job position to identified standards.
One paragraph which summarises the main ideas of the article.