Difference between revisions of "Competency"
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[[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]] | [[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]] | ||
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| + | [[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]] | ||
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| + | [[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]] | ||
==References== | ==References== | ||
Revision as of 08:46, 13 August 2013
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Definition
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. Source: Nuclear engineering education: A competence-based approach in curricula development
Competency is Template:Competency 2 Source: Nuclear engineering education: A competence-based approach in curricula development
Competency is Template:Competency 3 Source: Nuclear engineering education: A competence-based approach in curricula development
Summary
One paragraph which summarises the main ideas of the article.
Description
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.
