The National Government Operations Implementation Organization is the internal service provider for the entire central government, focused on delivering advisory, transition, innovation, and interim projects within four expertise areas: ICT, Personnel, Organization, Procurement, and Facilities.For the selection, assessment, and development of both its own employees and those of clients, it uses the TMA Method. This method is entirely based on the Handboek Functiegebouw Rijk (Handbook for the Government Function Structure)

National Competence Model

All Competencies of the Government Function Structure have been supplemented with 19 non-overlapping TMA Competencies. When creating competency profiles, users can choose to limit themselves to the Competencies of the Government Function Structure or also utilize the additional TMA competencies such as ‘Innovative ability’ or ‘Conflict management.’ In total, there are 60 competencies available.

All 61 job profiles Job Building Empire!

In the Government Function Structure, 61 job profiles have been established with corresponding competency profiles. All these profiles are available in the TMA portal. How well does a candidate match a competency profile? The TMA function ‘Competency match’ provides the answer—not only as a percentage but also with clear explanations.

Match

The TMA function Competence Match provides the answer.

Top profiles

With the TMA Job Top Profiles, it is possible to determine which FGR profile someone best matches based on the results of the TMA Talent Analysis.

FGR Behavioural examples

For each FGR Competency, all job-specific behavioral indicators that constitute the 61 job profiles within the FGR have been added. This means that it is now possible to initiate 90°-360° feedback processes in the TMA portal specifically for the FGR profiles. Additionally, the 5 generic behavioral examples from the Rijk Competency Guide have been included in the library. When creating custom competency profiles, users can refer to the relevant behavioral examples applicable to the government sector.

All 61 FGR job profiles

All FGR Competencies

All 5 generic behavioural examples from the Competence Guide Rijk

Development potential

For all competencies within the Government Job Structure, the development potential (competency match) can be determined based on a TMA Talent Analysis. For 34 FGR competencies, this was straightforward because they were nearly identical to the TMA competencies. An expert team from TMA and PRiMAN and UBR users established the connection with TMA motivations for 7 competencies within the Government Job Structure.

Development suggestions

For each of the 41 FGR competencies, the standard TMA development suggestions have been replaced with those from the Government Competency Guide. Instead of being available in an expert guide, these suggestions are now accessible to candidates through user-friendly dashboards and customized reports.

Coaching tips

For each of the 41 FGR competencies, the standard TMA development suggestions have been replaced with those from the Government Competency Guide. Instead of being available in an expert guide, these suggestions are now accessible to candidates through user-friendly dashboards and customized reports.

Competence model of the State Job Building

With the integration of the FGR model within the TMA environment, a solid foundation has been established between UBR’s desire to work much more talent-focused on one hand, while still relying on the competency profiles of the Government Job Structure on the other hand.The competency model of the Government Job Structure is currently operational and available in both TMA portals set up by PRiMAN/TMA for BZK/UBR.

Talent Management and Central Government Function Building

‘Fully developed Talent Management Toolkit for Job Building Empire’

Government Operational Management Organisation