Competency Assessment Tier 1
Competency Assessment Tier 1
Competency Assessment Tier 1
Adapted by the Public Health Foundation from an assessment developed by Janet Place, MPH,
University of North Carolina (now at the University of South Carolina). Provided by the Council
on Linkages Between Academia and Public Health Practice. May be modified as needed.
Technical Note: This assessment was designed for use with Adobe Acrobat/Reader. Scoring
and other functions may not operate properly in other PDF viewers. To use the assessment,
download and save this PDF form before entering your scores.
Competency Assessment
2021 Core Competencies for Public Health Professionals: Tier 1
Introduction
The Core Competencies for Public Health Professionals (Core Competencies) are a consensus
set of foundational or crosscutting knowledge and skills for the broad practice of public health, as
defined by the 10 Essential Public Health Services. The Core Competencies contain 56
competency statements that apply across the public health workforce for those engaged in the
practice, education, and research of public health. Specific knowledge and skills related to these
competency statements differ based on the responsibilities of an individual within an
organization. The Core Competencies are organized into three tiers, which describe different
types of responsibilities within public health organizations. The tiers are used to organize
subcompetencies, which articulate more detailed knowledge and skills for individuals with
responsibilities related to each tier. The Core Competencies are also organized into eight skill
areas, or domains, that cut across public health disciplines. The purpose of this assessment is to
help you explore your level of competence within these eight domains.
This competency assessment focuses on Tier 1 of the Core Competencies, which is defined as:
Tier 1: Front Line and Program Support Responsibilities. These may include
responsibilities such as collecting and analyzing data, conducting restaurant inspections,
assessing environmental hazards, providing health education, building community
relationships, providing customer service, delivering services, coordinating meetings,
organizing records, supporting programs, and providing technical expertise.
By assessing your level of knowledge or skill for each competency statement described, you
will be able to prioritize your learning time to focus on those areas that are most important to
you and to concentrate where the need for training and learning may be greatest.
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How to Complete This Competency Assessment
The competency assessment should take about 20 minutes to complete. It is divided into the
following eight domains:
• Data Analytics and Assessment Skills
• Policy Development and Program Planning Skills
• Communication Skills
• Health Equity Skills
• Community Partnership Skills
• Public Health Sciences Skills
• Management and Finance Skills
• Leadership and Systems Thinking Skills
2) In each domain, and for each competency statement, think about the level at which you are
currently able to perform the skill. Then rate your level of proficiency on each competency
statement by selecting the number on the following continuum that best describes your
perceived level of expertise for that statement:
2 = Aware I have heard of, but have limited knowledge or ability to apply the skill
Note: The competency statements listed in each domain should be interpreted as broadly as
possible to apply to your position and principal setting of employment. In the example below,
you would select “4” for “Proficient” if you think you are excelling at this competency or select
“1” for “None” if you feel you need a great deal of improvement. For each competency, rate
yourself with respect to the competency statement (shown in bold), taking into consideration
the subcompetencies below the competency statement.
Example:
To what degree are you able to effectively…describe factors that affect the health of a
community?
2 = Aware I have heard of, but have limited knowledge or ability to apply the skill
2
3) At the end of each domain, there is a place to write any comments you have. For example, if
you feel like an expert but may still want training or learning opportunities in a particular skill,
please enter those comments in the comments section. If you feel more confident about
some aspects of the skill and less confident about others, you could note that in the
comments. Additionally, if particular areas are highly relevant or less relevant for your job,
you may wish to note those. This information can help you in determining where to place
emphasis on building knowledge and skills. You may also want to share this assessment
with your supervisor, mentor, coach, colleagues, or others and ask them to add comments as
well. Their perspectives can help you identify areas where you may have underestimated or
overestimated your skills, as well as prioritize strategic areas for growth based on your job
responsibilities and the priorities of your organization. All of these comments may be helpful
to you and your supervisor in planning for your professional development.
4) After you have entered your responses for each domain, the sum of your scores will appear
in the column next to “Total Score.” Your average score will also appear in the column next
to “Average Score” and in the corresponding row of the “Your Results” section at the end of
the competency assessment.
5) Review your results and follow the guidance offered in the “Interpreting Your Results” section
to determine your next steps.
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Domain 1: Data Analytics and Assessment Skills
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To what degree are you able to effectively…
5
To what degree are you able to effectively…
Average Score (Divide the “Total Score” by 8 and enter the result here
and into the corresponding row of the “Your Results” section) 2.5
Comments:
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Domain 2: Policy Development and Program Planning Skills
7
To what degree are you able to effectively…
8
Total Score (Add all scores and enter total here) 16
Average Score (Divide the “Total Score” by 7 and enter the result here
and into the corresponding row of the “Your Results” section) 2.3
Comments:
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Domain 3: Communication Skills
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To what degree are you able to effectively…
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To what degree are you able to effectively…
Average Score (Divide the “Total Score” by 4 and enter the result here
2.3
and into the corresponding row of the “Your Results” section)
Comments:
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Domain 4: Health Equity Skills
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Average Score (Divide the “Total Score” by 7 and enter the result here
2.6
and into the corresponding row of the “Your Results” section)
Comments:
It seems a majority of my scores are a 2 and if they are higher it is not due to
experience in health but similar aspects in other parts of my life such as jobs and
groups I take part in. Applying what I just said to this domain I believe I have just
started to build these attributes and would like to build on them much more. Based on
my scores in this domain it seems I specifically need to work on #7 Advocating, #5
Implementation of Policies, and #3 Recognizing Diversity. The plan I have for builing
these skills is to become involved in leadership roles when they open up to me.
Whether thats in a small group I have been a part of or a larger class even if it is not
specifically in the public health area I can build these strengths by being in a position
where I must think about and make decisions that will affect many people. I would like
to do so in music as I see fit and as people begin to respect me more however this is
definitely part of these areas is connecting and growing trust with the people you might
be making decisions for.
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Domain 5: Community Partnership Skills
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To what degree are you able to effectively…
Average Score (Divide the “Total Score” by 5 and enter the result here
3.0
and into the corresponding row of the “Your Results” section)
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Comments:
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Domain 6: Public Health Sciences Skills
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To what degree are you able to effectively…
Average Score (Divide the “Total Score” by 4 and enter the result here
2.0
and into the corresponding row of the “Your Results” section)
Comments:
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Domain 7: Management and Finance Skills
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To what degree are you able to effectively…
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To what degree are you able to effectively…
Average Score (Divide the “Total Score” by 13 and enter the result here and
2.6
into the corresponding row of the “Your Results” section)
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Comments:
Management and Finance was another one of my "higher" domains as I have
managed many programs in the last few years and once I understand the workings of
the program I am able to run them as efficiently as can be without losing any quality of
outcome. I again have much to work on here though if I plan on doing this at higher
levels most likely under more stress. The subcatagories I would work most on here are
#7 Implementing Policies, #2 securing financial recources, and #6 managing financial
recources. As listed above the biggest area where I lack experienceis in finance and a
way I might work on this, at least in the near future is an internship. In the next summer
I plan on reaching out to a couple of family friends who have practices to attempt to
shadow or get an internship if possible. Through this I want to learn more about how
these people in private practice structure their business in order to be as high quality
and lucrative as possible. If I were to become an intern I believe I woul be able to help
in data entry and spreadsheets as I have experience doing these things for a local
accountant. Through this work I start to see trends that help companies and/or
individuals run efficiently as they attempt using their funds to keep up with changing
times. I believe this has been a big help in understanding the mess of work needed
when handeling and careing for money in a business.
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Domain 8: Leadership and Systems Thinking Skills
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To what degree are you able to effectively…
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To what degree are you able to effectively…
Comments:
This catagory is very low for me because when it comes to many ideas I have I have to
start working them out to explan them as well as find the problems/eliminate them
before I feel comfortable sharing them. In other words I am very bad at responding to
change quickly because I would like to see it through first. I have come to learn that
many things sort themselves out or need a temporary fix in order to fix a larger
problem. This is an area I need work on so I may be able to take care of problems well
enough at any given time without worrying about exhausting every problem that might
come from a quick temporary fix. The subcatagories that reflect this are my low scores
in #5 responding to emerging needs, #6 managing organizational change, and #1
addressing facilitators and barriers. My plan for this as with most of the domains I
score low in is simply following the pre-med tract at UI that I am currently on now. Most
likely I will not improve too much in the very near future but once I get experience uner
my belt working in hospitals and as I complete my schooling I will become more
confident and be able to better advocate for health interests I have.
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Your Results
The average score from each domain should appear in the corresponding row below.
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Interpreting Your Results
Based on the averages you have for each domain in the “Your Results” section above, you are
now ready to identify the strengths in your practice and the areas that you would like to improve
or strengthen.
For example, if you have scored a “1” in any domain that is highly relevant to your job
responsibilities, you will want to consider focusing your time and energy toward achieving the
competencies in that domain, followed by domains in which you scored a “2,” with a lower priority
given to domains in which you scored a “3” or higher.
Once you have identified your priorities, you can use this information to guide you in engaging in
a discussion with your supervisor, mentor, or coach; choosing learning opportunities that will
help you reach your goals and meet the requirements for continuing competence in your
occupation or discipline; and developing a learning plan with one or more personal professional
goals for the next year.
Engaging with your supervisor, mentor, or coach offers a valuable way to get feedback to round
out and interpret your assessment results. Their perspectives can help you identify areas where
you may have underestimated or overestimated your skills, as well as prioritize strategic areas
for growth based on your job responsibilities and the priorities of your organization. Competency
assessments are not meant to be punitive, but to help identify opportunities for professional
development to help you grow within your organization and achieve your career goals. Having an
open conversation with your supervisor can allow you to explore what opportunities are available
to you and determine steps for pursuing them.
Training offers a way to begin building knowledge and skills in the competency areas you have
identified as priorities. Relevant training may be provided by a variety of organizations such as
government agencies, academic institutions, public health training centers, and nonprofit
organizations. One resource for locating such training is the TRAIN Learning Network, which
offers training and other learning opportunities for public health, healthcare, behavioral health,
preparedness, and other health professionals from thousands of training providers. As you set
your professional development goals and develop a learning plan, you can incorporate these
courses and keep track of your progress over time.
Assistance with this assessment and the TRAIN Learning Network is available through the
Public Health Foundation (PHF). For assistance using this resource, please contact
competencies@phf.org.
Funding Acknowledgement
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