Project Main Details
2011-05-24 06:14:34 GMT 2011-05-26 20:00:00 (GMT 0) Greenwich Mean Time: Dublin, Edinburgh, Lisbon, London Yes (click here to learn more about ) Closed 0 0 0 direct invitation(s) have been sent by the voice seeker resulting in 0 audition(s) and/or proposal(s) so far. Voice123 SmartCast is seeking 100 auditions and/or proposals for this project (approx.) Invitations sent by SmartCast have resulted in 0 audition(s) and/or proposal(s) so far.
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Through introducing the ‘competency framework’ the British Red Cross believe they will help ‘change more lives.’
The framework will support the British Red Cross to become more consistent, more focused and more efficient, and as such drive continuous improvement, benefiting employees, customers and business.
There are 4 key areas that the competency framework will support and enhance performance at the Red Cross. Firstly - providing a framework to assess potential candidates who apply for a job role will enhance recruitment. Secondly, performance management because staff and managers will be assisted to discuss and assess their required and actual job performance. Learning and development will be supported within the competency framework by helping the organisation, managers and individuals identify and prioritise any learning and development needs. Finally, career development as all employees will be provided with clear expectations of what skills, knowledge and behaviour are needed in a specific job role, as well as showing individuals how they are able to develop their career by building on their current skills.
A competency framework should link into and support the organisations vision and values; this demonstrates a clear commitment to all about the importance of how to achieve what everyone is there to do.
The Red Cross vision is a world where everyone gets the help they need in a crisis. The values point the way to how to behave in their work within the organisation.
There are five core competency areas, which identify the general skills and behaviours that are applicable to everyone in the organisation.
The competency titles are focusing on customers, communication, team working, planning and self managing and developing our people. There are then more specific job competencies.
Each competency has five levels, which contain statements known as behavioural indicators. These ensure that the framework is flexible and simple to understand meaning that anybody within any department of the British Red Cross can see clearly how they should be performing and how they can develop and move up or across throughout the Red Cross should they want to. The clear structure guarantee’s that there is no ambiguity as to what is expected at any level within the British Red Cross.
The framework is designed to help you demonstrate and compare actual behaviour with the behaviour indicators shown in the appropriate competency. It may help by asking yourself the question – Do I consistently demonstrate this competency in my work? When and how…
How often skills or behaviours are shown is vital when measuring competency, as it helps establish whether this is a one off behaviour, or as the organisation requires regular behaviour. This is where supporting evidence is important for the competency framework. Supporting evidence ensures everyone involved remains objective, avoids subjectivity, and ambiguity as well as supporting standardisation throughout the organisation.
This is something that everyone within the Red Cross is currently taking part in anyway, collecting evidence for 1 on 1 meetings, appraisals and reviews. It could simply be a learning log or a best idea of the month suggestion.
The Red Cross believes learning and development to be critical to its success in achieving our vision of ‘A world where everyone gets the help they need in a crisis.’ The Red Cross learning and development will be directly linked into the competency framework, this will ensure we effectively meet individual, departmental and organisational needs.
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