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Unfortunately, the teacher in question wasn’t silent. He probably should have been.We were taking a 3rd year course in electronic controls. Should have been very interesting stuff, but the professor was beyond horrid. He was hired as a sessional instructor and had another job. He wasn’t very good at that one either, but it was clear he didn’t pay much attention to teaching, never preparing his own materials and frequently arriving late.I could tell you a million stories about him, but here’s the one that best illustrates the kind of abrasive and smug personality he had.He was working out an equation on the board, but made a sign error partway through. As (hopefully) any mathematician or electrical engineer will tell you, i (or j in our case in electrical engineering contexts) is notation for the imaginary square root of -1. It crops up a lot when you’re dealing with complex numbers, and especially in electronic applications. Of course, since j is the root of -1, this means that j^2 = -1.In the professor’s case, he had evaluated j^2 in error as +1 while working through a problem. A student pointed it out as he puzzled over his incorrect result, trying to be helpful to him and the rest of the class. The next words out of his mouth floored the class:“In this case, j^2 = 1, I will explain why next class.”I looked around. Some people were laughing, some were staring at him as if he had two heads, some students literally had their mouths agape. Needless to say, his ‘I’ll explain why next class’ was never addressed despite our eagerness to see it. He could not admit he was wrong, and we learned to not trust a word he said from that point on. He got some historically bad Course Evaluation Questionnaires after that, with many pointing to the innocent roasting of the student’s correction as proof of his incompetence.

I’m 28 years into this job, and it has happened once. Not ‘personally’ - but rather the entire faculty was asked to fill out a survey. My perception is that the University did implement some changes in response to the results.

Competency Mapping is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes such as job evaluation, training and recruitment of the organization. A competency is defined as a behavior (i.e. communication, leadership) rather than a skill or ability.The steps involved in competency mapping with an end result of job evaluation include the following:Conduct a job analysis by asking recruitees to complete a position information questionnaire (PIQ). A one-on-one interview can be conducted using the PIQ as a guide. The primary goal is to gather the key behaviors necessary to perform their respective jobs.Using the results of the job analysis, you are ready to develop a competency based job description. This is developed by carefully analyzing the input from the represented group of bearers who conduct the interview and convert it to standard competencies.With a competency based job description, you are on your way to begin mapping the competencies throughout the HR processes. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.60 Bits Consulting holds pride in doing such competency mapping in various organizations and acquiring successful results in doing so. Their team meticulously devises plans and strategies to acquire some great talent available in the market. 60 Bits effortless communication with an organization ensures that there are no preconceived notions that could further culminate into precious talents being lost. Do visit their website and see the various other offerings they have in store.