In the spring of 1977 the format of the course was a job analysis workshop using the Dacum method of occupational analysis. Using a large wall display, all those in attendance participated in identifying the individual skills required by the Development Officers and clarifying the overall role. The result was a Dacum chart which identified over 250 skills used by Development Officers.
The Dacum chart has been most useful in several ways. First, the chart building process was an excellent learning experience for participants. For the first time they recognized the differences in the role in different municipalities and came to agreement on a common or model description of the overall role. Second, they now had a source of reference...an occupational analysis...when there was disagreement or misunderstanding about the role. Third, the Dacum chart became an immediate guide for designing training ,and caused training to focus on the competence that must be developed rather than on a vague idea of the knowledge that might be needed to develop necessary competence. Fourth, the chart with its attached rating scale served as an evaluation instrument. In a follow-up workshop all the participants self-rated. Each was able to identify personal strengths and weaknesses and identify the need for improving specific skills. This exercise also exposed areas where all Development Officers could Benefit from training.
The chart was modified in 1995 to reflect changes in the role and to modify skill statements that could be more clearly stated with the benefit of additional experience. The chart will be reviewed in the same way every five years or so, or when their is significant change in the skills required to perform the function.