ICE Competency Framework for Professional …

1 ICE Learned SocietyCapacity Building Panelcompetencyframeworkfor Professional developmentBrought to you with ICE Recruit is the UK's number one specialist civil engineering job board. Our mission is to match the best qualified civil and structural engineers in the marketplace with outstanding career opportunities in the UK and worldwide. We advertise permanent and contract positions in every specialism and every level of civil engineering, from graduates to director-level roles. Our clients include local and national government, engineering consultancies, charities and NGOs, as well as a wide range of recruitment consultancies and international recruiters. ICE Recruit is an online service from Thomas Telford Limited, a wholly owned subsidiary of the Institution of Civil Engineers and performs the Institute's trading activities.

2 Under which; You are free: to Share to copy, distribute and transmit the work to Remix to adapt the work Under the following conditions: Attribution You must attribute the work in the manner specified by the author or licensor (but not in any way that suggests that they endorse you or your use of the work). Noncommercial You may not use this work for commercial purposes. Share Alike If you alter, transform, or build upon this work, you may distribute the resulting work only under the same or similar license to this one. With the understanding that: Waiver Any of the above conditions can be waived if you get permission from the copyright holder. Public Domain Where the work or any of its elements is in the public domain under applicable law, that status is in no way affected by the license.

3 Other Rights In no way are any of the following rights affected by the license: o Your fair dealing or fair use rights, or other applicable copyright exceptions and limitations; o The author's moral rights; o Rights other persons may have either in the work itself or in how the work is used, such as publicity or privacy rights. ICE Competency Framework 1 The ICE Competency Framework for Professional Development works in accordance with ICE guidelines and good practice to support its members in the identification of areas for Professional development. As part of a continued commitment to lifelong learning and continuous Professional development, the Framework supersedes the Professional review process with informal self-assessment aimed at helping members with the training needs analysis necessary to support a deeper understanding of civil engineering and the skills required for Professional practice.

4 The Framework serves as an additional route for translating Institutional objectives and long-term goals to the members, providing the individual with a clear picture of the knowledge, skills, behaviours and attitudes that are recognised and valued whether they are core to the profession or those that underpin work in general. It is envisioned that the Framework will help to engender those competencies attributed to a well-rounded practitioner at the heart of society. One who actively works to further the discipline, Professional image and foster a greater public trust. Purpose The purpose of this Framework is to provide a guide for the member, allowing them to take responsibility for their own review, training needs identification and future career development.

5 This structured approach to Competency evaluation aims to promote increased self-awareness, assess the level of generic and engineering specific competencies relevant to Professional practice and provide a deeper understanding of the competencies underpinning effective performance. Context The competencies within the Framework articulate the capability and behaviour the ICE wishes to encourage within its members. Therefore, it is important to clearly distinguish between the requirements for Professional accreditation and the role Competency plays in development post Professional review. The ICE Competency Framework for Professional Development is a method of attribute based assessment that should not conflict or be confused with performance assessment it is to be used exclusively for development of the individual as a Professional .

6 It should not be used for recruitment or to solely influence advancement/status. It is intended to assist the members of the ICE to become self-aware practitioners who encourage trust, practice with integrity and raise the profile of civil engineers. It is not a standard; the Framework is a tool for Professional development to be incorporated within a holistic approach to lifelong learning. ICE Competency Framework 2 In order to distinguish Professional development and lifelong learning from the Professional review process, civil engineering competencies have been divided into two streams: Foundation Competencies and Professional Competencies. Foundation Competencies are demonstrated through awareness and critical understanding of the distinct body of knowledge and the ability to apply and challenge the methodology1.

7 Foundation Competencies are developed through formal learning, are regulated by the Professional accreditation process to achieve the workplace standard and form the foundation for the development of Professional Competencies. Professional Competencies are gained through experience and interaction2 and are cultivated, matured and honed through continuing Professional development. The Framework focuses on evaluation of the latter. Within this Framework , the term Competency will relate to the personal attributes used in work activities which underpin competent performance3. Competency is not defined by the performance or outcomes but a measure of regular demonstration of ability indicative of the presence of a set of competencies required for effective practice.

8 The Professional Competencies have been split into three areas and the competencies within those areas defined by a set of indicators all designed to provide an accessible form of assessment Limitations The Framework is not for the purpose of assessing fundamental knowledge or educational understanding but the manner in which they are applied. Therefore, application is limited to post- Professional review; and The ICE Competency Framework does not address specialisation specific competencies and equally, not all elements may be applicable to all individuals. ICE Competency Framework 3 The Areas of Professional Competency Elements of Behavioural Competency Professional Attitude Self Management/Time Management Human Resource Management Leadership Communication Collaborative Working Teamworking Skills Adaptability Negotiation and Influence Initiative Creativity Information Seeking Assertiveness Elements of Contextual Competency Strategic Thinking Organisational Awareness Organisational Commitment Commercial/Market Awareness Finance Sustainable and Resilient Approach Foundation Competencies ICE Competency Framework 4 Self-Assessment The self-assessment process is completed by scoring each of the Competency indicators from 1 to 5.

9 To assist in evaluation an example of indicator score identification is provided below. Score Description 1 I've never even consider it, or I don't do that 2 I am Working at it or somewhat aware 3 I regularly do this for the most part, or I feel capable 4 I frequently do this, or aware of why l do it. 5 I'm an expert as this, or I always do this. Competency Ranges Following indicator scoring an overall average Competency range can be determined. Ranges are provided to give a general idea of the level of development. They seek to highlight the breadth and depth of each of the Competency elements. Range Description 1 None Competency not demonstrated, or only basic awareness. Needs supervision/assistance. 2 Low Low but progressing awareness and demonstration.

10 Would benefit from mentorship or greater experience. 3 Good Good awareness and demonstration of Competency . Regularly demonstrates many of the indicators, may need to focus on specific attributes. 4 Informed Sound awareness, understanding and demonstration of Competency . 5 Model Exemplary demonstration of Competency . ICE Competency Framework 5 The Framework provides an opportunity for self awareness and it is not expected that all competencies will be developed homogeneously. Due to the dependency of the competencies on underlying characteristics such as attitude and behaviour which are developed and influenced in part by motive and mental preference it is likely that competencies may be concentrated in some areas and some competencies may be more important depending on the role of the individual.