Individual practitioners can use the MSD Competency Framework to drive their own learning and growth. This page focuses on using individual Competency pages to help practitioners learn on their own - whether in existing roles, or to help them apply for new ones.

Target Audience
MSD Practitioners at any level seeking to self-improve.

Benefits of using the Competency Framework for self-development

• Improved competencies increase the likelihood of systemic impact in programme activities
• A proactive stance signals motivation and ambition to organisational leaders
• Analysis of existing roles may highlight opportunities for new challenges, additional responsibilities and potential promotion
• For candidates seeking their first MSD role it demonstrates to hiring committees their focus, determination and commitment to learning

Before Starting:

1. Watch the introduction video to learn how the framework web pages work
2. Familiarise yourself with the 17 MSD competencies. Read through the definitions to get a sense of what they’re about beyond the title.
3. Read the Self-learning competency C5 in detail. This is a good overarching competency to motivate personal development.

Step-by-step guidance
 

Step 1: Analyse the job description to understand priority competencies

• Read through job the description and make notes of the requirements using the language of the MSD Competency Framework
• If possible, discuss the position with the manager (or hiring manager) to get their perspective on what is most key to performance

Step 2: Conduct an honest self-assessment on the 17 competencies

• Give yourself a score out of 10 for each competency (or alternatively simply assign high, medium or low)
• Make notes of examples of times you have demonstrated a competency, or times you have struggled with a competency
• If you have formal training at any educational level that relates to a competency, make a note of it

Step 3: Compare your strengths and weaknesses to the job requirements

• Look at your self-assessed scores for the key priority competencies related to the job
• Pick at least one competency that you already are strong on, and one that needs improvement. Remember that not everyone needs to be good at all competencies.
• Find a partner to share your goals with, either a manager or peer. Ideally find someone who is also willing to develop personal development goals.

Step 4: Generate an action plan for your development 

• Read through the sections on Skills and experience for the prioritised competencies to see how you’ve developed this competency in other contexts
• Set yourself challenge assignments - Research assignments in particular
• Ask your manager / team leader for opportunities to practice your prioritised competency and explain to them why you want to improve in that domain

Step 5: Seek feedback and reassess

• Every time you get a chance to practice the competency make notes of what you tried, what worked and what didn’t
• Ask yourself the Traditional interview questions associated with the competencies
• After several weeks seek out a trusted colleague or peer and ask them to observe your performance in a real-world situation. Consider sharing with them some of the assessment guidance for Direct observation of practice for the particular competency.
• When you have made satisfactory progress, return to your two lists of role requirements and self-assessment. Choose the next most important competency (strength or weakness) and repeat the steps.

Additional Resources

• Self-learning competency C5
• Staff capacity role cards