Help:Hilfe für Benutzer

Diese Hilfeseiten wenden sich an den Benutzer der Kompetenzdatenbank und erläutern die zugrundeliegende Struktur. Redakteure und Entwickler haben nach Anmeldung Zugriff auf weitere Dokumentation. Die folgenden Seiten dienen als Kurzreferenz für die ersten Schritte, ohne zu tief auf die Philosophie des Systems einzugehen.

Einleitung

Competencebase ist das Ergebnis einer Zusammenarbeit verschiedener europäischer und lokaler Projekte, die sich mit verschiedenen Aspekten des Kompetenzmanagements beschäftigen und Lehrmaterialien, Lerninhalte und Bewertungskriterien entwickeln. Auf den gegenseitigen Erfahrungen und Inhalten aufbauend haben diese Projekte sich schrittweise zur Competencebase hin entwickelt. Auf diese Weise möchten wir die Ergebnisse nachhaltig sichern und bieten Konzept und Inhalte zur Nachnutzung für zukünftige Projekte an.

In den folgenden Abschnitten gibt es Erläuterungen zu den wichtigsten Elementen der Datenbank, und wie sie im "Kompetenz-Ökosystem" verortet sind.

Zusammenwirken mit ESCO

ESCO (European Skills, Competences, Qualifications and Occupations) ist die europäische mehrsprachige Klassifikationsdatenbank von Fähigkeiten, Kompetenzen und Berufsbildern. ESCO dient als Wörterbuch, um die für den EU-Arbeitsmarkt relevanten Berufsprofile und Fähigkeiten zu beschreiben, zu identifizieren und zu klassifizieren. Diese Konzepte und ihre Wechselbeziehungen sind maschinenlesbar, was es verschiedenen Online-Plattformen erlaubt, z.B. Arbeitssuchende auf Grundlage ihrer Fähigkeiten mit Job-Angeboten abzugleichen und Menschen, die sich umorientieren oder weiterbilden möchten, entsprechende Angebote vorzuschlagen. ESCO

Competencebase enthält sogenannte "sektor-spezifische Ebenen", die von ESCO-Kompetenzen und -Berufsbildern abgeleitet sind. Wo die ESCO-Inhalte den Schwerpunkt auf Übertragbarkeit im Arbeitsmarkt legen, betrachtet die Sektorebene die Inhalte im Kontext der jeweiligen Branche und macht sie für Bildung, Training und Beurteilung nutzbar. Dabei wird die Verbindung zu ESCO so weit wie möglich durch Verweise konsolidiert und auf relevante ESCO-Profile, Kompetenzen und Wissenseinheiten Bezug genommen. Nur wenn ein Berufsprofil nicht in ESCO existiert, wird es separat beschreiben.

"Besitz"-Rechte

Competencebase ist eine Kooperation, in der jedes Element (jede Seite) einem der Projektpartner oder der Datenbank selbst "gehört" (letzteres für die Grundelemente der Datenstruktur). Jeder darf Inhalte von Partnern nachnutzen, aber nicht verändern. Dadurch kann es passieren, dass eine Kompetenz oder ein Profil mehrfach (mit leichten Änderungen) in der Datenbank vorkommt.

Überblick aller "Besitzer"

Die Besitzer-Seite zeigt alle Berufsprofile, Kompetenzen, Wissensblöcke und inneren Einstellungen, die einer bestimmten Organisation oder einem Projekt "gehören".

Profiles

A profile is a set of competences that describe an generic occupation, a professional profile or a coherent part of it. In other words, a profile can be as well a full occupation, an educational profile or a unit of competences that fit together, like a micro-credential.

Overview of all profiles

Structure of a profile

A profile contains all essential and optional competences needed by a professional. Next to this a profile contains:

• a reference to a ESCO occupation
• an (assumed) EQF level
• the owner of the profile

Further the profile can contain information about teaching, training and assessment of the profile.

ESCO profiles

The profiles that are imported from ESCO contain extra information derived from ESCO, like scope notes, ISCO and version numbers, and a link to the URI.

Competences

A competence is the proven ability to use knowledge, skills and personal, social and/or methodological abilities, in work or study situations and in professional and personal development. ( Cedefop Glossary ) In our sectoral layer we describe these ellements as skills, knowledge and attitudes in a sectoral context. In the sectoral layer we add extra information about levels, assessment, training, ... as well as structuring information, to improve readability and discoverability.

Overview of all available competences

Skills

The skills are described in concrete actions one would expect of a professional that masters the competence. They can be read as generic measuring criteria for the competence.

Knowledge and knowledge blocks

Based on the definition of a competence, we see knowledge as underpinning to a competence. The knowledge is reusable but has to be read always in the context of the competence. This is a main difference with ESCO, where it is a separate part of an occupation. (We solve this by listing the knowledge blocks used in the competences also in the profile.)

Knowledge means the outcome of the assimilation of information through learning. Knowledge is the body of facts, principles, theories and practices that is related to a field of work or study. ( Cedefop Glossary )

There are two ways knowledge can be described in a competence: as a knowledge detail, directly in the competence, or as a knowledge block, separate, but linked to the competence. The knowledge detail approach is mainly used in older profiles where less detail and reusability was required. The knowledge blocks are developed for reusability. The volume of the content is chosen in a way that they can serve multiple competences.

Overview of all available knowledge blocks

Attitudes

Attitudes describe the disposition and mindset to act or react to ideas, persons or situations. We see them, based on the definition of a competence, as underpinning and to be read in context. There is a strong similarity with soft skills as they are described in ESCO. (We solve this by linking them to the ESCO soft skills and listing the attitudes used in the competences also in the profile.)

Overview of all available attitudes

Organisation of competences

Because of the amount of competences that are in the database, we need to structure them in a way that follows the logic of the reader. For this we have developed a structure that combines the (working) field and subfield, the Place in the process, the EQF level, a unique identifier, and the Owner. Sorting them like this not only makes the competences more findable, but also puts them in a logical order when reading a profile.

Each competence gets, based on the above elements, a code consisting of 6 x 2 digits or characters that make the competence unique and easy sortable.

Field and Subfield

A field is an area or division of an activity or profession and a subfield is a subdivision of this field. By organising the competences like this, we follow the sectoral logic and support readability. Moreover, it will improve the logical order of the competences.

Overview of all fields and subfields (with their competences)

Place in the process

To structure the competences in a more readable order for an average reader, we organise them in "order of appearance", at the place in the process where they are most visible or needed. By doing so, the reader can orient him/herself based on the working processes that are typical for the sector.

Overview of the place in the process

EQF level

It is impossible to assign a EQF level to a single competence. The EQF system is based on complete profiles and it is the combination of the competences that define the level. On the other hand, we felt that it was important to have an indication of the levels of competences. Therefore we defined the EQF level of a competence as 'the lowest EQF level of a profile in which the competence occurs.

ESCO competences, that have by definition no level are given "00" as level.

Unique identifier

The unique identifier makes the competence unique in the numbering system and make it possible to order the competences in a logical order. (therefore there will be always numbers missing between competences.)

Owner

Refers the owner of the Item (see higher).

Assessment and training information

Depending on the project, you will find in some descriptions also information about assessment and or training. Most important elements are:

Acceptable assessment methods

These are methods that the project declared valid for thus type of competence.

Overview of assessment methods

Self and mentor assessment

Measuring sentences that can be used to define the level of mastering of a competence. They are written form the point of view of the mentor and fof the individual.

references

Where possible we reference to used sources, legislation, reports, local profiles, etc.