THE PDC COMPETENCY PROJECT: Are We Certifiable?

1. THE PDC COMPETENCY PROJECT:Are We Certifiable? Kathleen Dunn Terri Mottershead Elizabeth Foster-Nolan

2. Agenda • Overview of the PDC Competency Project • Overview of Current Certifications for PD/HR Professionals • What has HR done and why? • Pros and Cons of certification • Where does the PDC go from here?

3. Pdc competency project Kathleen Dunn Director, Learning & Professional Development Patton Boggs LLP

4. Overview of the PDC Competency Project • Purpose • To develop a high-level graphic depiction of the knowledge, skills, abilities and behaviors (competencies) required for success in the Legal Professional Development profession. • Unique combination of HR, OD and Legal Industry.

5. Why Competencies? • Ensure that individuals demonstrate sufficient expertise. • Recruit and select new staff more effectively. • Evaluate performance more effectively. • Identify skill and competency gaps more efficiently. • Provide more customized training and professional development. • Succession planning and retention.

6. Methodology • Phase 1: Review of the literature • Phase 2: Data Collection • Occupational Analysis • Focus groups • Leadership Interviews • Phase 3: Validation Survey • Judgments about relative importance of competencies

7. Methodology (cont’d) • Phase 4: Development of Framework/Template • Identification of 4-8 main competencies • Identification of 8-13 key sub-competencies

8. Professionalism Leadership, Management And Organizational Development Proposed Model Legal Industry Knowledge And Functional Expertise Performance Management And Professional Development

9. Professionalism • Communicating and Influencing • Written communications • Oral communications • Interpersonal skills • Teamwork, cooperation and delegation • Supervisory skills • Tact and diplomacy • Building and managing relationships • Ethics

10. Leadership, Management and Organizational Development • Align talent management to organizational objectives • Implementing individual and organizational assessments • Change management • Department Management • Establishing a vision • Establishing strategies • Managing staff • Implementing action plans • Developing and monitoring budgets • Managing external resources

11. Leadership, Management and OD (cont’d) • Leadership • Department-level organizational strategy • Strategic planning • Reporting and data analysis • Developing and implementing competencies • Compensation and rewards • Knowledge Management • Benchmarking • Leveraging technology • Evaluating success

12. Legal Industry Knowledge and Functional Expertise • Training and Instructional Design • Needs and Skills gap assessment • Curriculum and program design • Analyzing and selecting technologies • Integrating technology options • Training Delivery • CLE knowledge • Meeting requirements • Managing/delivering/identifying CLE programs • Ensuring legal, ethical and regulatory compliance

13. Performance Management and Professional Development • Conduct performance analysis • Conducting/participating in performance evaluations • Analyzing performance evaluation systems • Gathering and synthesizing data • Selecting solutions • Identifying performance and professional development needs • Creating professional development plans

14. Performance Management and PD (cont’d) • Integrated talent management • Workforce and succession planning • Coordinating workflow • Facilitating career development planning process • Facilitating career transitions • Supporting engagement and retention efforts • Supporting diversity efforts • Mentoring • Coaching

15. Next Steps • Develop a set of performance outcomes needed for each identified competency at each level: • Entry • Mid-level • Senior-level • Executive level • Identify a set of skills and traits needed for each competency, at each level • Identify a set of behaviors for each key competency describing what people in the job group need to do to demonstrate the competency, at each level. • Develop and finalize action plan for implementation

16. Overview of current certifications Terri Mottershead Principal Mottershead Consulting

17. Overview of Current Certifications for PD/HR Professionals • ASTD (Training) • SHRM (People Management) • OD (Structures, Processes, Policies, Protocols) • Coaching (Performance Management - Individual) • Facilitating (Performance Management Individual and Organization) • Others?

18. Organizational support • Self-Study • Certification Preparation Seminars • Virtual Certification Preparation • College/University/Institute • Exam • Recertification • Online experience sharing • Research Foundation

19. Training - ASTD

20. TRAINING: ASTD Certifications • CPLP: Certified Professional in Learning and Performance • ASTD Master Trainer Source: ASTD website: http://www.astd.org

21. Source: ASTD website: http://www.astd.org

22. HR: SHRM 65 Years

23. SHRM Certifications • Professional in Human Resources (PHR) and • Senior Professional in Human Resources (SPHR) • PHR and SPHR for CA • Global Professional in Human Resources (GPHR) • HRBP (Human Resource Business Professional) or • HRMP (Human Resource Management Professional) Source: SHRM website: http://www.shrm.org

24. What Has HR Done and Why?(shaping a profession) Why did SHRM create this competency model? • SHRM serves as a global leader in service to the HR profession. • As part of our efforts to serve our members and the profession, • SHRM continually aims to identify what makes a successful HR professional • How SHRM can better support HR professionals in achieving their professional goals. • Model and resources will help HR professionals succeed in their current roles and develop a roadmap to advance in their careers. Source: SHRM website: http://www.shrm.org

25. What Has HR Done and Why?(individual members) Why did SHRM create this competency model? • Competency model to play a role in the selection, training, and appraisal of professionals. • Used for developmental purposes by professionals to guide the choice of job assignments and make other career choices. • Competency model identifies the foundational competencies for HR professionals: • at the entry, mid, senior, and executive levels of the HR profession, • in small, medium, and large enterprises, • in private, public, nonprofit, and not-for-profit sectors, and • in organizations with multinational and domestic operations. Source: SHRM website: http://www.shrm.org

26. PROS AND CONSOFCERTIFICATION Elizabeth Foster-Nolan Director of Professional Development Goulston & Storrs

27. Pros and Cons of Certification • As an organization • As a professional in a law firm

28. Pros For an Organization • Having a leader in PD who is on the cutting edge of the industry • Shows a commitment to their Attorney’s Professional Development by seeking out those who are certified by an organization (PDC) who understands the uniqueness of the law firm environment. • Expands the talent pool for their PD professionals-break out of the “we only look for those who have JD’s and worked as attorneys. • Be sure they are hiring those with the skills that are applicable to the profession if certification becomes an industry standard • Provides a roadmap for advancement

29. Cons For an Organization • Increased salary cost for certified professional (we hope) • Will need to understand the certifying organization and the certifications they are offering • May have to move out of their comfort zone in hiring from a pool of certified professionals-especially if others are doing this-the follow the industry mentality • May need to focus more on the PD department resources and provide resources to allow PD professionals to become certified and maintain certification if they want to keep their PD professionals

30. Pros for an Individual • Increased salary with certification (we hope) • Increased credibility within the organization • More marketable in a job search • Corporations generally understand and value certifications • Greater job satisfaction • Learn practical skills that apply to your job • Learn from those who understand your job and the challenges you face • Being on the cutting edge of the profession • Provides a roadmap for advancement • Your thoughts?

31. Cons for an Individual • Initial time needed to become certified • May have to pay their way to become certified if the firm will not pay • Secure your own oxygen mask first • Increased time to maintain certification if continuing credits are needed • Not enough time to become certified in all areas • Your thoughts?

32. Where does the Pdc go from here? Kathleen Dunn Director, Learning & Professional Development Patton Boggs LLP

33. Where Does PDC Go From Here?

34. Questions