PICA U Assessment Levels
The cornerstone of the PICA U program is the development of a multi-track training system to meet the needs of staff at different levels of skills and experience.
Competency Level One: Trainee
First-year employees
New hires are automatically assigned to the year-long Trainee curriculum for staff development. This curriculum covers program and position basics essential to the provision of quality services, and prepares staff to undergo initial assessment to achieve Apprentice status.
The entire first year is a time for Trainees to understand the basics of their specific position. They learn about rationale for their position’s key work processes and competencies. At the end of their first year of work, trainees go through their initial assessment. Assessment for the Trainee is generally oral through methods such as interviews or discussions. Trainees must achieve Apprentice status in their initial assessment to attain regular status as a PICA employee.
Competency Level Two: Apprentice
Second and third year employees who have not yet attained Journey status.
Staff members who achieve Apprentice status in their initial assessment have demonstrated an understanding of the philosophy, key work processes and most essential competencies for their position, as well as the mission of the agency, its structure and programs.
The assignment of Apprentice status is seen as temporary. The training curriculum for Apprentice staff prepares staff for their second assessment to achieve Journey status. In addition to small-group training, the Apprentice may receive individual technical assistance from a designated staff person in order to improve specific skills.
Apprentice staff members have two years in which to apply for and undergo assessment to achieve Journey status. Assessment at this level is varied from interview and discussion to demonstration, writings or portfolio development. Failure to attain Journey status within three years of continuous employment in the same position will be grounds for termination.
Competency Level Three: Journey
Employees who have attained Journey status.
Journey status represents full mastery of the philosophy, key work processes and competencies associated with a given staff position. The attainment of Journey status is required for long-term employment with PICA.
Once staff people have achieved Journey status, they may opt to enroll in the training curriculum to become a Mentor. Enrollment in this advanced training curriculum is optional.
Competency Level Four: Mentors
Journey who wish to become Mentors.
The Mentor curriculum for each of the different volumes represents the highest level of expertise within specific position areas. The curriculum provides information on “training for trainers,” such that Mentors will be ready to share their expertise with other staff.
In addition to their other duties, Mentors serve as evaluators for other staff undergoing assessment, assist in coordinating the training of other staff, and provide large and small group training in their positions.
Competency Level Five: Agency Mentor
Mentors who wish to become Agency Mentors.
The Agency Mentor curriculum lends expertise in overall agency operations, including the history and philosophy of PICA, all Head Start service areas, all PICA programs, all PICA facilities, agency funding, the legislative process, leadership, and public speaking. In addition to their other duties, Agency Mentors may provide large and small group training regarding the overall agency, host guests and represent the agency in the community.
Notes:
Accommodations will be made for staff members who change positions. For instance, staff members who have achieved Journey status as Assistant Teachers will revert to Trainee status if they become a Head Teacher. Thus, the staff member who moves into a new position will have sufficient time to achieve Apprentice and Journey status in the new job.
Assessment
At all levels, the employee is required to apply for assessment, indicating readiness and responsibility for the process of professional development. The Trainee assessment will be primarily oral with the assessor asking the Trainee questions. The assessment for the Apprentice will emphasize demonstrated skills and applied knowledge. At the Journey, Mentor, and Agency Mentor levels, a team approach to assessment will be used.