Social Support Act Consultant (Wmo)
Znane również jako: Social Care Assessment Officer · Municipal Care Consultant
Assesses a resident's support needs in conversation, determines eligibility for a Wmo provision and records the decision with a sound legal basis.
The Wmo consultant conducts the home assessment conversation and translates it into a decision that can withstand objection and appeal. She must hold a careful conversation and substantiate a legally sound decision at the same time. That tension between a human approach and testable lawfulness is often tested one sidedly on conversation technique in selection.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| interpersonal sensitivity Kompetencje (50-ramowe): Sensitivity Knockout | N4 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| Listening and probing Kompetencje (50-ramowe): Listen | N4 | Big Fifty, 360 Feedback | 360-degree feedback | Summarises both the content and the feeling of the other party and probes until the real interest behind the request becomes visible. |
| integrity and dependability Kompetencje (50-ramowe): Integrity | N4 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Reports a possible conflict of interest on own initiative and asks for review before a decision is taken. |
| Stress tolerance Kompetencje (50-ramowe): Stress resilience | N4 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps working in a structured way at peak load, keeps agreements with clients clear and flags early which results are at risk. |
| Managing boundaries and energy Kompetencje (50-ramowe): Stress resilience | N3 | Big Fifty, Pulse Survey, Development Review | Structured interview | Deliberately alternates demanding and lighter tasks, declines extra work with reasons and keeps own diary within the agreed hours. |
| Safety awareness Kompetencje (50-ramowe): Discipline | N3 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
| Improvising within boundaries Kompetencje (50-ramowe): Creativity | N3 | Competency Check, 360 Feedback | Situational Judgement Test | Chooses an interim solution within the rules when something fails or an unexpected request arrives, and records afterwards what deviated. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| V | Conversation management | N4 | 5 | tak | Assessment centre |
| G | interpersonal sensitivity | N4 | 5 | tak | Personality questionnaire |
| V | de-escalating and setting limits | N4 | 5 | tak | Situational Judgement Test |
| G | Listening and probing | N4 | 4 | nie | 360-degree feedback |
| G | integrity and dependability | N4 | 4 | nie | Personality questionnaire |
| G | Stress tolerance | N4 | 4 | nie | Personality questionnaire |
| V | Public service delivery to citizens | N4 | 4 | tak | Work sample test |
| K | Applying legislation | N4 | 4 | tak | Knowledge test |
| G | Managing boundaries and energy | N3 | 4 | nie | Structured interview |
| V | Methodical care process and record keeping | N3 | 4 | nie | Portfolio or evidence |
Zobacz wszystkie 23 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Communication Styles
Preferred communication style
Conflict Styles
Preferred style in conflict situations
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Pulse Survey
Periodic measurement at the team and organizational levels
Portfolio
Evaluation of prior work against fixed criteria
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
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