On the one hand, the professional standards, which until now no one really knows; on the other… And that may be the other?
I sympathize with the ideology of professional standards. The idea of this method to coordinate the necessary competence between the employee and the employer is outdated by the time of implementation. Of course, professional standards of today are much more flexible than the previous reference professions, but today’s society requires much more flexibility. Moreover, the notion of profession has lost the original meaning: the physician ceased to be just a doctor, an engineer — just an engineer.
Once the teaching profession provided employment for life. And the common course allowed the bearer of the relevant diploma to successfully apply acquired skills in various fields. Gradually, as the complexity faced by professionals of task, integrity of the profession began to erode, and different types of activities in the framework began to demand specialized training. Today, the word “profession” has lost its original meaning and disguises a whole bunch of different activities. A diploma with the name of the profession – the mask will not suffice to assess the real competence of a specialist.
The norm was the development of two or three “jobs”, and without learning throughout life it is impossible to count on success. Close to equal people work with completely different diplomas, therefore the meaningfulness of diplomas in the old logic becomes all the more questionable. Standard and then it turns out between two stools: on the one hand, it contains References to the need for certain diplomas, and on the other, provides for certain competencies. So what comes first, the diploma or competence?
You need to create or modify professional standards:
- Should mature background;
- Prerequisites you need to realize;
- To overcome the natural barrier of laziness — I do not want to get involved in the tedious bureaucratic procedure;
- To prepare a meaningful document and to run it on a colleagues;
- Hold the paper all the bureaucratic stages and obstacles;
- Long and tedious to popularize the approved standard, to be known as the industry.
You need to specific professional standards have been implemented:
- To study the regulated sphere of activity;
- To identify the most popular subset of the features described labor;
- To choose for the role a short expressive title;
- The model is formulated to describe the role in terms of activities;
- List the formalized model function;
- List formalized the competency requirements for admission to the performance of the role;
- If there are multiple ones of the roles to prepare each of them in a formalized way.
Project work to professional standards implies a high level of abstraction to real life needs to come to a generalization. If the compilation fails, the entire development cycle will have to repeat again, because without the approved standard required real activity will remain non-normative. There are cases of competition for the text of standard, because after approval it becomes binding on the entire industry.
If “knowledge map” to solve the problem more flexible?
If the basis of educational relations is normative due to map possible paths of development in the areas of knowledge and levels of their development, it is both a build tool for multiple profiles, in particular:
- the competence profile of each student,
- competence profile for the applicant
- Card knowledge must be understandable to the beginner.
The competence profile for a candidate can exist for any build professional relationships: continuing education, professional development, hiring…, you Can join the discussion about the interpretation of the concept “competence”, and may provide reinforcement of formal indicators on the map for additional signs of competence in a logic portfolio: feedback from the field work, case studies or the results of the work performed.
The existence of knowledge mapping in a public space that stimulates a timely manner and to the organic awareness of the prerequisites to the emergence of new knowledge and competencies. The new entity is reflected on the map as soon as it becomes the subject of training and assessment. When there is a need to clarify more details or to categorize are represented on the map competence, it is in working order in the corresponding Commission responsible for this area of expertise. If the designer profile of competence did not participate in the extension of knowledge map, a list of required competencies appears to him. If you have been involved in, this activity was organic: the development of the map requires a synthesis of abstraction and volitional efforts to abolish the current challenges for the formalization of new skills. Development maps — natural task of development of training and assessment of new competencies.
Having all the required competences on shared map of knowledge, is to include them in the profile. That candidate understand what is required of him, it is necessary to describe the specific activities required of the role. This is necessary when there is this real need. Openly published descriptions and requirements for each role may be sufficient to exclude most cases of external approval.
This seamless method of regulation of labor relations allows to abandon the logic of role approval adopted for: believe adequate regulation competences on the knowledge map. In some critical to your activities it is possible to provide for approval of the required competence profile. But in this case, the flexibility of regulation based on the profile cards is considerably higher: in the development of documents, and the nature of the documents.
Disappears the task of promoting innovations, since the card is the Central element in the construction of learning paths and verification of profiles: as soon as a new competence, it is all in the work. Implementation of maps should be in the information system, and therefore the process of coordination and approval of changes to minimize the formal procedures, concentrating on the content changes in the expert community of the Executive Committee.
Under the flexible and rapid development of the labor market required for his competence, the traditional cycles of negotiation of professional standards will either slow down the real activity or lead to corruption schemes bypass. As described earlier the possibility of organizing educational process on the basis of knowledge mapping can be successfully used also for harmonization of labor relations, as a flexible replacement from scratch to implement professional standards. In profile approach it is easier to solve experts are discussing problems of harmonization of educational standards with a professional: the current logic standards such coordination is very difficult and slow, and the map of knowledge is happening organically. It is obvious that educational standards in the presence of knowledge map will work differently.