Framework Structure<\/h4>\r\nThe framework is structured into Domains, Competency Areas within each Domain, and groups of [pb_glossary id=\"200\"]Competencies[\/pb_glossary]within each Competency Area (Figure 2).\r\n\r\nWithin the CACF, competency definitions include clear competency statements and performance criteria. Competencies are organized within each competency area and performance criteria benchmarked to levels of complexity (Figure 3) which relate to the increasing amount of autonomy, responsibility, accountability, impact, and expertise that each requires.\r\n\r\nFor example:\r\n
\r\n \t
The lowest level specifies performance criteria for those working under direct supervision with limited autonomy and expertise (i.e., supporting roles)<\/li>\r\n \t
Middle levels specify performance criteria for those with increasing autonomy, expertise, and responsibility (i.e., functional, technical, and supervisory roles)<\/li>\r\n \t
The highest level specifies performance criteria for those with the greatest autonomy and accountability (i.e., strategic and leadership roles)<\/li>\r\n<\/ul>\r\n
\r\n
CACF v2 Framework Levels<\/h5>\r\n
\r\n\r\n
\r\n
Level #<\/td>\r\n
Level 1<\/strong><\/th>\r\n
Level 2 <\/strong><\/th>\r\n
Level 3<\/strong><\/th>\r\n
Level 4 <\/strong><\/th>\r\n<\/tr>\r\n
\r\n
Level Name<\/td>\r\n
React\/Follow<\/strong><\/th>\r\n
Act\/Apply<\/strong><\/th>\r\n
Anticipate\/Initiate\/Enable<\/strong><\/th>\r\n
Lead\/Strategize<\/strong><\/th>\r\n<\/tr>\r\n
\r\n
Autonomy<\/strong><\/td>\r\n
\r\n
\r\n \t
Works under supervision<\/li>\r\n \t
Completes own work within limited scope<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Works under limited supervision<\/li>\r\n \t
Plans and completes own work within specific constraints<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Mostly autonomous, directs others<\/li>\r\n \t
Plans, completes, and oversees own work and that of team with minimal constraints<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Full autonomy<\/li>\r\n \t
Sets strategic direction for organization and team leaders<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n
\r\n
Accountability<\/strong><\/td>\r\n
\r\n
\r\n \t
Accountable for own performance within specific constraints<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Accountable for own and some team performance within specific constraints<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Accountable for own and team performance<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Accountable for team and organizational performance<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n
\r\n
Expertise<\/strong><\/td>\r\n
\r\n
\r\n \t
Developing familiarity with concepts, principles, terminology, and relevance within the scope of the job.<\/li>\r\n \t
Seeks assistance or support in building proficiency.<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Understands the core aspects of the competency; relies on advisors for sensitive or challenging work.<\/li>\r\n \t
Strives to develop and cultivate capability<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Well versed in theory and practice.<\/li>\r\n \t
Acknowledged as a go-to person<\/li>\r\n \t
Capable of guiding and coaching others in this area.<\/li>\r\n \t
Has a thorough understanding within a variety of situations.<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Possesses extensive knowledge and experience, both broad and deep.<\/li>\r\n \t
Recognized internally and externally as a thought leader within the field.<\/li>\r\n \t
An authoritative source and mentor.<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n
\r\n
Responsibility<\/strong><\/td>\r\n
\r\n
\r\n \t
Responsible for completing assigned tasks<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Responsible for completing assigned tasks and unanticipated changes to scope of work<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Responsible for work of team aligned with organizational objectives<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Responsible for department or team performance<\/li>\r\n \t
May be responsible for organizational and potentially broader (e.g. industry\/sector) performance<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n
\r\n
Complexity<\/strong><\/td>\r\n
\r\n
\r\n \t
Requires structured support or guidance with non-routine applications<\/li>\r\n \t
Identifies and resolves common issues that could impact success.<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Anticipates and addresses problems within routine situations.<\/li>\r\n \t
Applies a structured process of analysis to resolve unfamiliar or challenging problems.<\/li>\r\n \t
Seeks to adapt and evolve; effectively manage change within scope of responsibility.<\/li>\r\n<\/ul>\r\n<\/td>\r\n
\r\n
\r\n \t
Works independently and provides creative solutions to complex or undefined problems.<\/li>\r\n \t
Explores innovative ways to improve overall results.<\/li>\r\n \t
Improves standards of practice by actively championing the need for ongoing improvement.<\/li>\r\n \t
Breaks down systemic barriers and resistance to change.<\/li>\r\n \t
Provides solutions or resolves challenges where no precedents exist.<\/li>\r\n \t
Generates large scale improvements that resolve significant and\/or cross-functional issues.<\/li>\r\n \t
Interprets, communicates, and renews strategies, direction, and standards with broad impact.<\/li>\r\n \t
Drives continuous improvement, leads transformational change and\/or industry innovation.<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<\/div>\r\nFigure 3: CACFv2 Levels of Complexity\r\n\r\nCompetencies at different levels of complexity in one competency area include differences in verbs used and context, such as the example in Figure 3\r\n\r\n[caption id=\"attachment_81\" align=\"aligncenter\" width=\"624\"] Example of one domain showing competency areas and competencies[\/caption]\r\n\r\nEach competency descriptor includes both performance criteria (measurable behaviours) and references to supporting knowledge, skills, and attributes\r\n
Performance Criteria<\/h4>\r\nPerformance criteria are the behaviours that must be demonstrated to show proficiency in the competency. These are used as the basis for assessment. How these are measured are up to users of the framework when developing assessment tools.\r\n
Supporting Knowledge, Skills, and Attributes<\/h4>\r\nSupporting knowledge, skills, and attributes related to each competency may include base knowledge and skills that apply to a set of competencies (such as a whole domain or sub-domain) as well as those specific to particular competencies and\/or levels within the framework. For example, a base level of knowledge about climate change may be expected of everyone, but a deeper level of expertise would be required for certain competencies and roles.\r\n
Context and Application<\/h4>\r\nThe framework provides some examples of related context and application of the competencies for different target groups. This is not intended to be exhaustive, but solely to illustrate examples of the competencies in practice.","rendered":"
![\"\"](\"https:\/\/pressbooks.bccampus.ca\/cacfv2\/wp-content\/uploads\/sites\/2144\/2023\/12\/Competency-example.png\")
Example of one domain showing competency areas and competencies[\/caption]\r\n\r\nEach competency descriptor includes both performance criteria (measurable behaviours) and references to supporting knowledge, skills, and attributes\r\n![\"\"](\"https:\/\/pressbooks.bccampus.ca\/cacfv2\/wp-content\/uploads\/sites\/2144\/2023\/12\/CAFC-Overview-Explorer-07.png\")
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