Cluster model
Although the content of a KSA model and a cluster model is often similar, the difference is that in all the knowledge requirements, regardless of what area of the role they relate to, are grouped together. The same applies to the skills and attitudes. The cluster model groups the knowledge, skills and attitudes relevant to one particular aspect of a role in one place hence the name cluster.
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Intermediary role: Cluster 1
| Competence | Evidence of competence | Areas for Development |
Skill / Knowledge 1 |
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… |
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Intermediary role: Cluster 2
| Competence | Evidence of competence | Areas for Development |
Skill / Knowledge 1 |
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… |
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Intermediary role: Cluster …
| Competence | Evidence of competence | Areas for Development |
Skill / Knowledge 1 |
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… |
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Example: The Effective Case Worker (United Kingdom)
The role of the caseworker is to provide a support framework for people with mental health issues for reintegration and retention.
The Case Worker manages a caseload of people with disabilities, long term health needs or mental health needs who wish to return or maintain work. The Case Worker works directly with employers of small to medium enterprises to secure / retain employment opportunities for people who have experienced mental health and / or disabilities.
The effective Caseworker: Self Management
| Competence | Evidence of competence | Areas for Development |
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Builds effective relationships with others |
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Clearly defines their own role, responsibility and commitments to themselves using their job specs |
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Plans for and manages demands on their own time through management of work patterns, the environment and work loads |
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Builds and sustains a network of support and information from colleagues, managers, partners and others outside the workplace. |
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Has effective strategies in place for coping with and managing change and conflicting demands |
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Is able to recognise signs of stress and illness in themselves and has strategies in place to deal with these |
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Understands and demonstrates equality and diversity |
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Able to respond to feedback and review own performance |
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(Self) Assessment Score |
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The effective Caseworker: Workplace
| Competence | Evidence of competence | Areas for Development |
|---|---|---|
Is aware of organisational structures and different types of organisations and how these may influence decision making to include specifically chain of command at work and the role of SMEs |
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Is aware of the impact of external political, economic, social and technological factors on organisations and has clear knowledge of DDA |
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Understands the link between business planning, human resource planning, objective setting and impact measures |
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Is aware of, and has contacts with, agencies and bodies that can offer support, guidance and advice, within and without the workplace including Trade Unions |
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Fully understands employment and Equalities legislation and regulation and how this impacts on employers and employees |
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Understands and demonstrates equality and diversity |
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Stimulates better social conditions |
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Deals effectively and constructively with discrimination and prejudices |
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Is able to identify practical barriers and disincentives faced by empoyer/ee in relation to disability |
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(Self) Assessment Score |
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The effective caseworker: Advisory
| Competence | Evidence of Competence | Areas for Development |
|---|---|---|
Possesses both expert and process consultancy skills and the ability to choose the most appropriate method according to circumstances |
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Understands the principles of organisational change management and demonstrates the skills to influence and implement change |
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Has an awareness of and is able to generate alternative and innovative ideas and approaches |
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Demonstrates selling and influencing skills to promote the benefits of healthy workplaces |
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Has the ability to influence others and gain commitment to ideas and solutions |
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Possesses the credibility and professionalism to work with a range of clients and organisations |
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Has confidence in own knowledge and ability which he constantly update and review. |
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Has excellent listening, questioning, summarising and presentation skills |
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Is able to vary his communication style to meet the needs of the client. |
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Is aware of and has contacts with a range of agencies and individuals who can offer support advice and guidance |
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Is able create development plans incorporating clients needs with a clear system for progression |
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Develops exit strategies for clients and projects |
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(Self) Assessment Score |
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An effective Caseworker: Clinical
| Competence | Evidence of Competence | Areas for Development |
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Sets clear boundaries for his role as an advisor and does not attempt to offer counselling or other support outside his competence |
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Is aware of and can recognise early indicators of stress or an illness in others. Continual training is essential for this, in things such as mental health awareness etc |
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Is aware of services available to help and support people with work related illness, and how to access them and provides a support system to run alongside these services |
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Respects the confidentiality of all persons involved in the process |
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Maintains regular and appropriate contact with people to ensure long term benefits, including follow up checks after the programme has ended. |
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Encourages ownership of solutions |
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Has knowledge of health and sickness at work issues, including wider policy context |
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Has knowledge of the cultural and gender aspects of mental health |
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(Self) Assessment Score |
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