PPM Competency Profiling

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What we do......

Our strength comes from the expertise

of our people, the structure of our
processes, the scale of our operation
and our years of experience in
providing learning solutions

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Objectives

• To introduce the purpose of Competency Profiling

• To demonstrate the approach used

• To illustrate the use and benefits of the APM

Competency Framework in the workplace.

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Competency-Based Profiling

• CBP brings together the following areas:

• People – Skills, Knowledge, Attitudes, Behaviour;
• Process – what the people are required to do;
• Performance – measured and benchmarked / certificated
against standards;
• Purpose – of the business and its intended outcomes.

• CBP will improve PPM effectiveness in:

• Assessing Performance
• Assessing Potential
• Recruitment
• Succession Planning
• Training & Development.

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Why a competency-based approach?

• To ensure that Project Managers are:

• professionally trained,
• suitably experienced
• in possession of recognised qualifications
• are given a clear focus on individual performance, making possible
more objective measurement of that performance, improving overall
effectiveness

• Utilising the APM Competency Framework will show

stakeholders the professional standing of an organisation’s
PMs. This will subsequently help to both increase
confidence in the workforce, enhancing the credibility of the
team, and hence ensure successful delivery of the business.
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Data Sources

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IPMA(R) Certification Levels
• IPMA define four levels of competence:
• IPMA Level A:
• the candidate has to have: demonstrated successful use of the competence elements in the
coordination of programmes and/or portfolios; guided programme and/or project managers
in their development and in the use of the competence elements;
• been involved in implementing the competence elements or relevant methodology,
techniques or tools in projects or programmes; and contributed to the development of the
project manager’s profession by publishing articles or presenting papers on his
experiences or by outlining new concepts.

• IPMA Level B:
• the candidate has to have demonstrated successful use of the competence elements in
complex project situations. The candidate has also guided (sub) project managers in their
application and implementation of the competence.

• IPMA Level C:
• the candidate has to have demonstrated successful use of the competence element in
project situations with limited complexity. The candidate might need to be guided in the
further development of the competence element.

• IPMA Level D:
• only knowledge related to the competence element is assessed (by written examination).

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Benefits of the APM Competence Framework

• For the Project Manager

• Ensures a common understanding of the competences required
of them
• Enables assessment of competence against the framework
which is aligned to an agreed international standard
• Helps to identify areas for development / judge readiness for
attainment of professional qualifications / certifications.

• For the Organisation

• Make a judgement about the Project Management competence
of employees at all levels within the PM job family assessed
against international standards
• Analyse overall strengths & weaknesses
• Identify corporate training & development needs
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Measurement of Competence

Technical

Current level of
PM Competence
Competent Project Manager
(The Gold Standard)

Behavioural Contextual

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Typical Data Input / Output Process
APM Technical
Domain

Role Profile

APM Behavioural
Domain

Training Needs
Assessment

APM Contextual
Domain 7 1
5 7
3 Scoring
3 2
4 Matrix
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5 9 8
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Six Sigma / PMI link set (sample)

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SFIA / IPMA link (sample)

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PM Competence – 3 Domains

• Technical Competence Domain

• Contains 30 functional PM competence elements

• Behavioural Competence Domain

• Contains 9 personal PM competence elements covering
attitudes and skills.

• Contextual Competence Domain

• Contains 8 organisational specific competence elements
relating to:
• The role of the PM in the organisation
• The interrelationship between PM and the organisation’s business and
administration functions.

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APM Registered Project
Professional RPP

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RPP Introduction
• APM Registered Project Professional (RPP) is a pan-sector
competence standard in project management. Successful
candidates are included on the publicly available APM Register of
Project Professionals.
• APM Registered Project Professionals will be able to demonstrate
the capabilities of a responsible leader, have the ability to manage a
complex project and use appropriate tools, processes and
techniques.
• Professionalism is defined through the APM Five Dimensions of
Professionalism:
• Breadth of understanding as defined by the APM Body of Knowledge.
• Depth of ability in line with the APM Competence Framework.
• Achievement through professional qualifications and a portfolio of
evidence.
• Commitment through Continuing Professional Development (CPD).
• Accountability through APM membership and the APM Code of
Professional Conduct.
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RPP Assessment Process

• The assessment for APM Registered Project

Professional has two parts:
• A portfolio of evidence – to demonstrate competence across 29
core and 18 complementary project management competences.
• Your evidence must demonstrate how you have met or satisfied at least
50% of the indicators for each core competence. You must also provide
a statement of how you satisfy the knowledge requirements for the 18
complementary competencies.
• A professional review – an interview with two peer APM
Registered Project Professional assessors.

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RPP Requirements for Success

• Successful candidates need to be able to provide

evidence of:
• Managing others in a complex project environment.
• Demonstrating responsible leadership.
• Exhibiting professional and ethical behaviour.
• 35 hours of Continuing Professional Development (CPD) within
the last 12 months.
• Demonstrating competence in 29 core project management
competencies.
• You must also provide a statement of how you satisfy the
knowledge requirements for the 18 complementary
competencies from the RPP Competencies

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Core Competencies
• Responsible Leadership
• BC03 - Leadership
• BC09 – Professionalism & Ethics
• People Management
• TC03 – Stakeholder Management
• BC01 – Communication
• BC02 – Teamwork
• BC04 – Conflict Management
• BC05 – Negotiation
• BC07 – Behavioural Characteristics
• Executing
• TC09 – Project Reviews
• TC11 – Scope Management
• TC25 – Issue Management
• Tools and Techniques
• TC02 – Success & Benefit Management
• TC04 – Requirements Management
• TC06 – Estimating
• Organisation and Governance
• TC17 – Information Management and
Reporting
• TC20 – Change Control
• TC23 – Budgeting & Cost Management
• CC03 – Project Lifecycles
• CC06 – Organisational Role
• CC08 – Governance of Project Management
• Planning
• TC05 – Risk Management
• TC14 – Quality Management
• TC15 – Scheduling
• TC16 – Resource Management
• TC18 – Project Management Plan
• Business & Commercial Context
• TC07 – Business Case
• CC01 – Sponsorship
• CC02 – Heath & Safety
• CC07 – Organisation Structure
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Complementary Competencies

• Technical • Behavioural
• TC01 Concept • BC06 Human resource
• TC08 Marketing and sales management
• TC10 Definition • BC08 Learning and development
• TC12 Modelling and testing
• TC13 Methods and procedures • Contextual
• TC19 Configuration management • CC04 Project finance and funding
• TC21 Implementation • CC05 Legal awareness
• TC22 Technology management
• TC24 Procurement
• TC26 Development
• TC27 Value management
• TC28 Earned value management
• TC29 Value engineering
• TC30 Handover and closeout

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Process

• Project Complexity Questionnaire

• Portfolio of Evidence

• Professional Review – having successfully completed

the portfolio assessment, candidates will be invited to a
professional review with two assessors. The review, in
an interview format, will typically take around 45
minutes including a 10 minute candidate presentation at
the start.

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QA Support

• Send completed Complexity Questionnaire and detailed

CV to your QA mentor who will make contact and issue
a Unique Access Code for the on-line Competency
Assessment tool.

• Access the on-line QA Competency-Based Profiling tool

using your UAC, and complete a self-assessment
against the 29 Core Competencies.

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Continued Support

• Your mentor receives the completed on-line assessment,

checks your knowledge against the 18 Complementary
Competencies, and writes a personal report detailing any
indentified weaknesses with guidance on how they may be
overcome.
• Once your Role Profile indicates that all competency areas,
both core and complementary, are met at the required level
you should complete the APM RPP Portfolio of Evidence
Application Form.
• Full support and guidance will be provided by your mentor
throughout this process, including advice on presentation
skills, up to the point where your application is accepted by
APM and the candidate has been invited to the Professional
Review interview.

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Workshop

• Where numbers make it viable, the support process can

be received via a purpose designed workshop run by
RPP qualified mentors, at the end of which you will be
able to:
• Understand the RPP application process stages, templates and
standards
• Recognise the language and evidence that will be required
• Be confident in completing the forms
• Be confident in the interview process.
• Understand where your portfolio is deficient with an action plan
to resolve those deficiencies

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