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This is a conceptual overview of the Reflective Practice Exercise. For feature-level documentation, please refer to Feature Index → Reflective Practice Exercise

Table of Contents

Overview

The Reflective Practice Exercise (RPE) is a powerful workforce management, training, and skills acquisition tool. It allows practitioners to define their professional goals relative to a formal competency model, and to then achieve those goals by identifying specific learning activities that build and demonstrate the required skills.

For feature-level documentation please see Feature Index → Reflective Practice Exercise

Cyclical Process

The RPE models a repeating, cyclical process in which a Practitioner completes the following steps:

  1. Choose a Requirements Model representing the “target” or goal (e.g. a credential to earn or a job to qualify for)

  2. Complete a Self Assessment, relative to that goal

  3. Obtain an external assessment (e.g. from a Supervisor)

  4. Find and complete learning activities that close the competency gaps identified by the assessments

  5. Reassess and repeat

Dashboard

Practitioners perform the Reflective Practice Exercise via a dashboard on their Application, which looks like this:

...

Dashboard Element

Purpose

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Competency Requirement Model

Practitioner chooses the competency model they wish to be evaluated against. This could be a credential they wish to earn or a job they wish to qualify for.

The circle graph represents their status relative to the selected model:

  • Green represents the percentage of the requirements that the Practitioner has completed or demonstrated competence in

  • Orange represents the percentage of the requirements that the Practitioner is currently “in process” of completing (e.g. there are in-progress learning activities that would close a gap)

  • Gray represents the percentage of the requirements that have not yet been satisfied

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Assess Proficiency

There are two different assessments:

  1. Practitioners assess their own proficiency relative to the competency model.

  2. Supervisors provide an external assessment

The circle graphs reflect the assessments. The stated percentage reflects how many competencies have been assessed. The colors represent the proficiency assessment values:

  • Green represents competencies where the Practitioner is assessed as “at or above target”

  • Orange represents “below target”

  • Gray represents “not yet assessed”

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Set / Update Priorities

Once the list of skill gaps is identified, the Practitioner identifies the ones they want to focus on first. This helps the tool prioritize the most relevant learning activities.

The number inside the circle represents the number of competency areas that were identified as priorities.

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Find Learning Activities

The RPE suggests Activities that will close the identified skills gaps, prioritizing the ones that match the Practitioner’s learning priorities.

Practitioners can search in different ways:

  • All Gaps - finds activities that will close any of the established competency gaps

  • “High Priority” Gaps - finds activities that will close competency gaps that are identified as especially high priorities by the selected competency model. For instance, different job profiles may have different skills that are “required” and “nice to have”

  • My Priorities - finds activities that will close the competency gaps marked as personal priorities by the Practitioner

In the sample screenshot, “My Priorities” has been customized to “GSA-PBS PD Transition” to better match a specific client’s use case.

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Report Completed Activities

As the Practitioner completes the learning activities, the completion status graph updates to reflect progress towards the learning objectives.

The number inside the circle is the total number of completed activities. The color bands reflect the status of those activities:

  • Green represents the percentage of reported activities that have been completed

  • Orange represents the percentage of reported activities that are currently in progress

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External Reassessment (optional)

The RPE supports (via client-specific customization) the ability to display a call-to-action on the dashboard. In this sample, this feature is used to invite Practitioners to take an externally-provided assessment in order to test their knowledge.

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Competency Model summary

The dashboard can be filtered in different ways to focus on what the Practitioner needs to see at any given time.

  • Entire Model - Displays the entire competency model, including those competencies not included in the specified Requirements Model. This is useful for examining how a specific credential or job profile maps against the overarching competency model.

  • High Priorities - Displays only the competencies flagged as priorities by the Competency Model. (These are denoted by an alert icon next to their name)

  • High Priority Gaps - Displays all high-priority competencies where the Practitioner is lacking the required proficiency

  • My Position Profile - Displays all competencies that are part of the target Requirements Model

  • My Priorities - Displays all competencies that the Practitioner identified as a personal priority

  • Performance Gaps - Displays all competencies where the Practitioner is lacking the required proficiency

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Assessment Status