Microsoft Word fidis-wp2-de models doc

FIDIS 

Future of Identity in the Information Society (No. 507512)

 

D2.3 

  

[Final], Version: 2.0 

File: fidis-wp2-del2.3.models.doc 

Page 59 

 

 

Example: Education as Competency Evidence 

Describes a candidate’s competency fulfilling a requirement for Bachelors Degree. 

The evidence used in this example is the Bachelors Degree itself, which was obtained on 

05/21/1992. The measured value in this case is simply 0 or 1 (1 meaning that the candidate 

has it, 0 meaning they don’t). For additional evidence, the Grade Point average for the degree 

is presented as additional evidence. In this case, the grade point average is 3.76. 

 

 

Example: Recursive Competencies: Communication Skills 

Communication skills can be made up of two skills: written and oral communication skills. 

Written and oral communication skills are the measurable and observable skills to which an 

employee/applicant will be measured. In order to assess whether a person has Communication 

Skills, it is necessary to evaluate the person’s written and oral communication skills (the 

measurable and observable skills). This example weights oral communication skills higher 

(65 percent) than written communication skills (35 percent). 

 

 

Example: Describing Language Skills 

One type of skill that is important for many jobs is that of language. It is not sufficient to say 

that someone is fluent in a language. It is important, especially when looking at what an 

employee is required to do for a particular job, to look at how the language skill is being used. 

It may be very important for the individual to know how to read a particular language but 

there may not be any need to be able to write or to speak it. In other jobs, it may be important 

to be able to speak a particular language but there may not be any need to be able to write or 

read in that language. 

 

 

Example: Direct Observation as Competency Evidence 

There are certain skills that need to be assessed, evaluated and evidenced through direct 

observation. One example of this would be customer service. A manager may observe an 

employee dealing with customers and notice how the employee treats the customers. It may 

be difficult to test for customer service and it may be difficult to assess customer service 

based only on customer feedback. 

 

Note: The xml description of these examples (that can be found in “Competencies 

(Measurable Characteristics) Recommendation, 2004-08-02”), have been omitted for reasons 

of simplicity, and also because the objective of this document is not to provide description of 

the specifications, but rather indicate what kind of information (categories of information, 

level of details) these specification can represent. 

 

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FIDIS 

Future of Identity in the Information Society (No. 507512)

 

D2.3 

  

[Final], Version: 2.0 

File: fidis-wp2-del2.3.models.doc 

Page 60 

 

6.3.3  Copyright notice, the HR-XML Consortium 

This copyright notice is provided for the content of the previous chapter that contains some 

parts of the HR-XML documents. 

 

This HR-XML Consortium Work (including specifications, documents, software, and related items) is provided 

by the copyright holders under the following license. By obtaining, using and/or copying this work, you (the 

licensee) agree that you have read, understood, and will comply with the following terms and conditions. 

Permission to use, copy, modify, or redistribute this Work and its documentation, with or without modification, 

for any purpose and without fee or royalty is hereby granted, provided that you include the following on ALL 

copies of the software and documentation or portions thereof, including modifications, that you make:  

1. This notice: "Copyright the HR-XML Consortium. All Rights Reserved. 

http://www.hr-xml.org

/" 

2. Notice of any changes or modifications to the HR-XML Consortium files. 

 

THIS WORK, INCLUDING SPECIFICATIONS, DOCUMENTS, SOFTWARE, OR OTHER RELATED 

ITEMS, IS PROVIDED "AS IS," AND COPYRIGHT HOLDERS MAKE NO REPRESENTATIONS OR 

WARRANTIES, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO, WARRANTIES OF 

MERCHANTABILITY OR FITNESS FOR ANY PARTICULAR PURPOSE OR THAT THE USE OF THE 

SOFTWARE OR DOCUMENTATION WILL NOT INFRINGE ANY THIRD PARTY PATENTS, 

COPYRIGHTS, TRADEMARKS OR OTHER RIGHTS.  

COPYRIGHT HOLDERS WILL NOT BE LIABLE FOR ANY DIRECT, INDIRECT, SPECIAL OR 

CONSEQUENTIAL DAMAGES ARISING OUT OF ANY USE OF THE SOFTWARE OR 

DOCUMENTATION.  

TITLE TO COPYRIGHT IN THIS WORK AND ANY ASSOCIATED DOCUMENTATION WILL AT ALL 

TIMES REMAIN WITH COPYRIGHT HOLDERS. 

 

 

6.3.4 References 

“Competencies (Measurable Characteristics) Recommendation, 2004-08-02”, 

http://ns.hr-

xml.org/2_3/HR-XML-2_3/CPO/Competencies.html

,

 

 

 

6.4  Justice with the Global Justice Extensible Markup (JXDM) 

Global JXDM (

http://it.ojp.gov/jxdm/

) provides a much elaborated schema definition that 

includes the possibility to describe with much details a person (see the document JXDM xls 

for a description of all the attributes). 

Examples of types of person that have been defined are: 

PersonType 

•

 

EnforcementOfficialType 

•

 

JudicialOfficialType 

•

 

CaseOfficialType 

•

 

JurorType 

•

 

MissingPersonType 

•

 

RegisteredOffenderType 

•

 

SubjectType 

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