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This
site provides three specific development tools. In addition, the site
contains an extensive Development Suggestions Catalog (ideas for experiential
learning, classroom and online training opportunities, and Professional
Military Education programs). All development suggestions are precisely
correlated with the ALEI competency model. Users may use any one, or
all three tools and the Development Suggestions Catalog as many times
as they wish (subject to employing agency proscriptions, if any).
ALEI tools are arranged in the following sequence:
- Step One. Using the ALEI, you can assess your competencies,
and get an instant hardcopy report of the results. Click on “Assess
Your Competencies” to find this feature.
- Step Two. You can
use the goal setting feature to prioritize your development
needs. Click on “Set Your Goals” to access
this feature.
- Step Three. You can use the action planning feature
to lay out an Individual Development Plan (IDP) to guide your learning
activities. Click on “Plan For Action” to find the planning
feature.
You are encouraged to follow the sequence above, but this is not required.
Use those features that best fit your circumstances at a given point
in time.
You may use the ALEI assessment in Step 1 above in any appropriate
way. Most people use the assessment to identify their strengths and
development needs for their current job. But, the ALEI can also identify
your competencies for a prospective position or future assignment;
to use the ALEI in this way, you must know about the importance of
competencies in the prospective or future position. Either way, for
the ALEI to be most helpful to you, your perspective must be combined
with that of the supervisor of the position or assignment in question.
If you want to start with Step 1: Assess Your Competencies, make sure
you set aside about 30 minutes to complete your assessment of yourself,
and 30 additional minutes for your supervisor’s assessment. Later
on, in either the same or a subsequent session, you can move on to
Step 2: Set Your Goals, and finish up with Step 3: Plan For Action.
WARNING: TO ENHANCE ITS ACCURACY, THE ALEI IS LENGTHY – IT MEASURES
OVER 100 SPECIFIC BEHAVIORS THAT COMPRISE THE 27 COMPETENCIES AND FIVE
ECQs. YOU MUST COMPLETE THE ENTIRE ASSESSMENT AND PRINT OUT YOUR ANALYSIS
BEFORE LEAVING THE SITE. OTHERWISE, YOU WILL LOOSE ALL OF THE PARTIAL
DATA YOU ENTERED, AND WILL HAVE TO START THE ASSESSMENT OVER AGAIN.
You may use the ALEI as many times as you wish. However, unless you
experience a job change, or want to assess your competencies for a
different position or assignment, it should not be necessary for you
to update your assessment any more often than once every two or three
years. Naturally, any development goals you set under Step 2, or IDP
that you prepare under Step 3, may require more frequent revision to
be sure that your development goals are current and have the appropriate
priority for your evolving situation.
No matter how often you use the site, the protected confidentiality
of the data you enter here is always assured because no personally
identifying information is collected in the process of using the ALEI,
nor is any information you enter associated with any other data collection.
Employing agencies are provided aggregate ALEI information only. Several
demographic questions are asked on the ALEI to allow for the periodic
review of aggregate utilization and competency data, and to discourage
inappropriate or malicious use of the ALEI web site.
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