ARCHIVED - Professional Development and Certification Program for the Procurement, Materiel Management and Real Property Community: Learning Toolkit

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Program Learning Framework - Structure and Description

Learning Framework Overview

The structure and elements of the Learning Framework support the emerging role of the community as it transitions to a more knowledge-based and strategic profession—through a focus on continuous learning. The Learning Framework brings together the core competencies—the baseline knowledge and skills—common to all community members and the learning solutions that support their development. Learning solutions will include Required Training courses, recommended and specialized core knowledge courses, functional topics, department-specific learning activities, external professional designation programs and alternative learning solutions. 

The Learning Framework focuses on the learning solutions offered through the Professional Development and Certification Program for community members. It addresses the common, government-wide core competencies and learning solutions, but does not attempt to provide all of the solutions for an employee’s learning needs. Community members can also benefit from participating in their own department-specific training activities, courses and seminars offered by Canada School of Public Service (CSPS), Public Works and Government Services Canada (PWGSC) and other private sector organizations in the field.

A more detailed description of each element of the Learning Framework is provided in the following sections.

Core Competency Profile and Assessment Tool

Core Competency Profile

The Core Competency Profile defines the competencies that are common to the three functions that comprise the Community - procurement, materiel management and real property, as the Community moves toward a more strategic, knowledge-based profession. The profile consists of 22 competencies grouped into six clusters.

The core competency profile is a tool to help you identify your knowledge and skills, the gaps in your competencies and to determine how best to address them in terms of learning activities. It is not intended to be used as a screening tool for staffing, classification or for other human resource management purposes.

"Competencies" are the knowledge, skills and attributes expressed as observable behaviours that are necessary to perform successfully in a particular business role.

A "competency profile" is a set of competencies and levels of proficiency for each competency required to achieve quality results in a specific business role.

Competency Clusters

View an outline of the competency clusters and individual competencies that are contained within each cluster of the Procurement, Materiel Management and Real Property Competency Profile. A complete definition for each competency is provided along with the behaviours in Appendix "B".

Each competency is associated with statements of observable behavioural indicators relating to progressive and cumulative degrees of complexity (basic, intermediate, advanced). These degrees do not correspond to job classification levels, but with the complexity of the behaviours needed to meet work objectives. Every person's profile will be made up of a combination of competencies with various degrees of complexity. Accordingly, the profile you develop is only a guide to planning your learning and development requirements.

No one is expected to possess all of these competencies. In fact, some specialists' competencies will lie primarily in one category - legitimately so because they have focused on developing exceptional skills in that particular area or what their job requires. Each Procurement, Materiel Management and Real Property specialist's profile will be unique and will change over time as you learn and demonstrate new capabilities. Profiles will also differ depending on such factors as whether you work in the National Capital Region or in the regions, or if you work in a large versus a small department or in a department rather than an agency, or as a common service provider.

Many departments have developed competency profiles for functions specific to their organization, for learning and/or career-related purposes. These will continue to be used for their intended purposes, supplemented by the Core Competency Profile designed for the Professional Development and Certification Program.

Core Competency Assessment Tool

The Assessment Tool enables employees and managers to determine:

1. the competencies required for an employee's responsibilities,
2. your individual competency strengths and gaps, and
3. the learning solutions required to address the gaps.

The tool is designed to gather input from employees and managers—privately and confidentially. The assessment will be based on your and your manager's perception of the competencies required to meet your work objectives and an assessment of your competencies. While designed to support a joint process, it can be completed as an individual process. Once you have completed the assessment of your competencies, an individual learning plan should be developed that includes achievable objectives, steps and measures to assess progress.

Program Curriculum

The goals of the Program Curriculum are two-fold:

1. to ensure that functional specialists across government departments and agencies have a common exposure to:
   • the context and challenges of procurement and asset management in government
   • the core functions that support the life-cycle management of assets; and
2. to provide a foundation for a common, standardized knowledge base:
   • core and specialized knowledge and skills modules on topics identified as highest priority pertaining to procurement, materiel management and real property.

Fundamental and Function Specific Core Knowledge and Skills Topics

The topics will combine theory and practice and focus on the "must-have" fundamental and core knowledge and skills common to all three functions and related to:

• the fundamentals of working in the government context,
• introduction and an overview of the three functions that make up the community,
• understanding the legal and policy environment in order to make appropriate decisions,
• leadership and business management,
• the personal and interpersonal skills required to successfully interact with others and serve clients.

Alternative Learning Solutions

Critical to the success of the formal classroom learning opportunities that comprise Core and Specialized Knowledge and Skills are Alternate Learning Solutions. They allow easy access to the modules, courses and seminars, provide supportive, real-world opportunities to practise new skills and knowledge in the workplace, and contribute to community evolution and growth. These expand the opportunity for learning to take place outside of a formal classroom setting, a key concern of employees in regions that may not have the resources to attend courses offered in just a few locations. Combined with the formal learning opportunities, they form the foundation for a learning organization.

Departments and agencies now coordinate many of the Alternative Learning Solutions. Implementation ranges from systematic to on an as-needed basis. When appropriate, the Treasury Board Professional Development and Certification Program Management Office may coordinate emerging innovative Alternative Learning Solutions across the community, such as through internet based e-learning events and Business Television learning sessions televised across Canada.

Core Competency / Learning Curriculum

To ensure maximum return on training time and resources, Core Competency / Learning Solutions have been developed to identify the courses that are currently offered or under preparation which support the development of specific competencies.

Certification

"Certification" is the confirmation by an accredited organization, usually of professionals or Subject Matter Experts (SMEs), that a person meets the knowledge, skills and experience requirements to work in that profession.

Certification will support the program's goal of increased professional recognition of the community and formally recognize its vast and ongoing knowledge and skills requirements. The community recognizes the importance of linking government certification requirements with relevant external professional certification programs so that some of the credits earned internally may qualify for external requirements, and vice versa.

This component offers a professional designation to formally acknowledge your level of achievement. Procurement specialists can acquire the designation of Certified Federal Specialist in Procurement – CFPS and those in materiel management can acquire the designation of Certified Federal Specialist in Materiel Management - CFSMM

The standard for Competencies of the Federal and Real Property Community defines the competencies and related knowledge, training, and experience requirements for learning, professional and career development and/or certification. The Certification Program Manual and Certification Application and Maintenance handbook explain how a person will be assessed and the process and forms to apply for and maintain certification. The Canadian General Standards Board (CGSB) manages the certification process. The CGSB’s Web sit can be accessed at www.pwgsc.gc.ca/cgsb.

Link to the Certification Program Manual

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