In recent months, Richard Houston of Peopleassets and Jane Adams, Executive Director of CPRS rolled out the new Park Operations Competency Model in a project with "Peninsula" (south of SF) agencies. Several agency directors attended one or more sessions and supervisors of project participants were present as well. The model itself was constructed by a dedicated group of seasoned park operations professionals in a year long effort.
The project included a compete review of the actual model. The following competency domains were covered:
- Park operations and stewardship
- Technical skills
- Planning and organizing work
- Coaching staff
- Customer service and public relations
- Continuous improvement
- Self-awareness/ modeling desired behavior
Eight to ten competencies were included in each of the domains described above. Project participants rated themselves on each skill or competency. Supervisors then rated the importance of each competency and discussed the participant’s self-rating. Personal goals were identified to work on over the next several months.
In one of the most interesting aspects of the project, each participant researched "best practices" in one specific competency area and reported results to the group. Included in this effort were impressive documents on budgeting, asset management, playground safety, building maintenance and urban forestry. This aspect of the project was one of the most highly rated in the final evaluation.
In that final evaluation, 100% of participants agreed with the following statements:
1. The CPRS Competency Model Project helped me identify current skill strengths for improving my supervisory / leadership effectiveness.
2. The CPRS Competency Model Project helped me identify my development goals for improving my supervisory / leadership effectiveness.
3. The investment of my time and energy in the project was worth what I learned about my strengths and areas of improvements.