Avilar's competency management white papers and other resources give insights into best practices of organizations from a wide range of industries.
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As part of the accreditation process, hospitals in the United States are required to provide evidence that nurses and other clinical and allied health professionals have been assessed on critical competencies related to patient care. Typically, these are paper-and-pencil exercises, where employees are assessed on their assigned competencies; the assessment records are then filed for later retrieval during the accreditation inspection. Avilar has partnered with a national hospital training organization serving hospitals in 40 states to automate the process. Avilar worked with the organization and its member hospitals to identify, define and organize clinical and nonclinical roles using skills from the Avilar Competency Model™ and the hardcopy competency assessment forms already in use. Custom assessment grids were developed to enable managers to assess employees online, and dashboards enable managers to monitor progress in each department and across an entire hospital.
Client hospitals are reporting significant benefits, including:
After experiencing record growth in the size and scope of its organizational mission, this national nonprofit organization worked with Avilar to adapt the Avilar Competency Model™ to reflect the skills needed at all organizational levels to support greater accountability, efficiency and data focus.
This large financial services company found itself with numerous spreadsheets and databases that contained information about its employees' experience, certifications, education and interests. There was no centralized database available to put together project teams and identify internal candidates for key positions. Avilar worked with the organization to develop a custom assessment tool that was simple for employees to use.
A division of a United States federal agency worked with Avilar to develop a customized development planning tool for participants in its annual intern program. Using an internally-developed competency model, the interns assess themselves at the beginning, mid-point and the end of the year-long program. Their skills are also assessed by their supervisor and mentor, providing a multi-rater view into each intern's skill level.