Friday, November 8, 2013

Episode 17: Individual BIM Competency

A ordinary problem for organizations delivering BIM-enabled services is how to set the abilities of their staff, meliorate their action and enlist newborn competent ones. This Episode continues the communicating on BIM Capability/Maturity categorization and focuses on the BIM noesis of individuals engaged in managing, facilitating and delivering model-based projects.


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To refrain whatever confusion, I’ll move by defining a few terms. First, the constituent ‘individual’ in Individual BIM Competency (IBC) refers to an employee [1] of an methodicalness irrespective of his/her discipline, position or role. That is, an Individual crapper be a senior manager, send cheater or lowly body member of whatever methodicalness involved in the design, cerebration or operation of facilities. Second, the constituent ‘competency’ is utilised here [2] to equal individuals’ combined knowledge, skill, undergo and – in whatever cases – their attitudes and individualized traits (friendliness, leadership, noesis to impact in groups, etc.). Third, the constituent ‘BIM’ refers to...ah well, you know.


Who is Competent and who is not?

We intend to someone as competent when he or she has demonstrated an adequate level of proficiency in performing a particular role, state or task. In another words, individual noesis cannot be generic and staleness be evaluated against the requirements of a limited position or role. A great Model Manager [3], for example, haw be a below-average BIM Trainer [4] and the oppositeness haw also be true. An superior BIM Manager [5] may be a theoretical guru but the oppositeness haw not be true.

So how do we foretell if mortal A (let’s call him Tomas) or 10 another candidates are suitable for BIM Role X? solon interestingly, how do we educate a mortal B (let’s call her Tracey) to modify a Senior BIM Position Y? What are Tracey’s noesis challenges that requirement to be addressed if she is to successfully fulfil the requirements of her newborn role? The respond is two-fold: Individual BIM Competencies and Competency Mapping.


Introducing Individual BIM Competencies

Individual BIM Competencies are the knowledge, power and individualized traits required to create model-based deliverables [6] which (a) crapper be measured against action standards, and (b) which crapper be acquired or improved via education, upbringing and/or utilization [7].


  Individual BIM Competency - the 9 Widgets Model

Fig. 1. Individual BIM Competency - the 9 Widgets Model


IBCs crapper be classified low figure headings: Managerial, Functional, Technical, Supportive, Administration, Operation, Implementation, Research & Development, and Core competencies. Below is a short description of apiece + digit distribution noesis [8]:

  1. Managerial Competencies: the decision-making abilities which intend the selection/adoption of long-term strategies and initiatives. Managerial Competencies allow Leadership, Strategic Planning, Organizational Management, etc…Example: “the ability to understand the Business Benefits and Business Risks of model-based workflows”.


  3. Administration Competencies: the day-to-day organizational activities as required to meet and maintain strategic objectives. Administration Competencies allow Bidding and Procurement, Contract Admin, HR and Recruiting, etc…Example: “the ability to identify BIM noesis and BIM power requirements for super collaborative projects”.


  5. Functional Competencies: the non-technical, coverall abilities necessary to initiate, control and deliver projects. Functional Competencies allow Collaboration, Facilitation, Project Management, etc…Example: “the ability to facilitate a multi-disciplinary BIM meeting”.


  7. Operation Competencies: the daily, hands-on individualist efforts required to deliver a send or part/aspect of a project. Operational Competencies allow Design, Analyse, Simulate, Quantify, Estimate, etc…Example: “the ability to ingest models to create Bill(s) of Quantities”.


  9. Technical Competencies: the individualist abilities necessary to create send deliverables crossways disciplines and specialities. Technical Competencies allow Modelling, Drafting, Model Management, etc… Example: “the ability to ingest BIM Software Tools to create accurate, error-free models”.


  11. Implementation Competencies: the activities required to introduce BIM concepts and tools into an organization. Implementation Competencies allow Component Development, BIM Library Management, Standardization, etc… Example: “the ability to develop protocols limited to generating and maintaining a Model Component Library”.


  13. Supportive Competencies: Supportive Competencies are the abilities necessary to maintain aggregation profession and act systems. Supportive Competencies allow File and Network Management, Hardware Selection & Deployment, Software Troubleshooting, etc… Example: “the ability to support others to troubleshoot basic code and element issues”.


  15. Research and Development Competencies: the abilities necessary to appraise existing processes, investigate newborn solutions and facilitate their adoption - within the methodicalness or by the super industry. R&D Competencies allow Change Facilitation, Knowledge Engineering, Teaching and Coaching, etc… Example: “the ability to monitor, superior and recommend subject resolution which haw compound the deliverables of an organization”.


  17. Core Competencies: an individual's speciality, coverall undergo (in cost of months/years), mart danger (in cost of geography), and send undergo (in cost of send types, sizes and budgets). Core Competencies also allow an individual’s individualized traits same those measured finished Myers-Briggs Type Indicator [9] or kindred personality categorization systems. 

In delivering a Byzantine activity, an individualist will requirement a intermixture of competencies. For example, for Tomas to number send deliverables with another consultants, he’ll require technical, useful and managerial competencies. However, for a simpler duty - e.g. exporting a 2D drawing from a 3D help – he’ll require exclusive digit germane theoretical competency.


How whatever competencies are there?

Depending on the scale digit uses to define competencies, Individual BIM Competencies (IBCs) crapper arrange in the 10s, 100s or modify 1000s. For example, the “ability to ingest Revit, Tekla or Vico” is a theoretical noesis that crapper be subdivided into “the noesis to create newborn modelling components”, the “ability to export package files”, the “ability to create material schedules”, etc. Another non-technical example, the “ability to impact with another consultants” crapper be subdivided unceasingly into the “ability to create a BIM Project Execution Plan”, the “ability to facilitate Model Management meetings”, the “ability to identify and mitigate cooperation risks”, etc. Each digit of these distribution competencies crapper be further subdivided into countless, more careful ones.

Understanding Competency Levels

An individual’s noesis is ofttimes acknowledged to be binary: competent/incompetent. This is a simplistic discernment of Competency as it removes the whatever shades residing between the digit oppositeness poles. To shew the above, I’ve selected a couple of examples which shew a ultimate Competency Scale with 5 levels of individualist capability/maturity:

Example 1 – cooking:

  • Ralph doesn’t undergo how to prepare but he would same to become a chef digit day

  • Ralph has scholarly how to prepare at a respected culinary school

  • Ralph embattled his prototypal flooded meal at a edifice and served it to paying clients; they idolized it

  • Ralph has been a chef for 1 assemblage and is today famous to serve sea matter at consistently broad quality

  • Ralph has been directive 4 different restaurants for 23 years; he won 9 prestigious awards and is today the individualized chef of the Prime Minister

Example 2 – modelling:

  • Tomas is Draftsman who doesn’t undergo anything most BIM but would love to learn more most it

  • Tomas has received upbringing in how to ingest a BIM code tools but hasn’t still had a quantity to impact on a live project

  • Tomas has successfully complete his prototypal collaborative BIM project

  • Tomas has been using BIM code tools and workflows for 7 years today and has managed to lead several BIM teams at 3 different multidisciplinary organizations

  • Tomas has publicised 2 books most BIM Management and today has his own Model Management consultancy specialising in super Health facet projects

These digit simplified examples equal how an individual’s noesis crapper arrange from utter unfitness (lack of knowledge/skill/experience) to Expertise (abundance of knowledge/skill/experience finished exposure, continuation and refinement). In between these digit extremes are whatever shades of noesis and incremental levels of skill. However, to ready things manageable, this continuum from unfitness to expertise, crapper be ‘rounded’ into fivesome crisp levels:

0. None - demand of knowledge in a limited topic

1. Basic – an discernment of concepts and fundamentals with whatever initial applicatory application

2. Intermediate - a solid conceptual discernment with whatever applicatory application

3. Advanced - momentous conceptual noesis with applicatory undergo in performing a circumscribed activity/task at a consistently-high standard

4. Expert - extensive knowledge, perfected power and prolonged undergo in performing a circumscribed activity/task at the highest standard

Individual BIM Competency - the Knowledge Skill Arrow
Fig. 2. Individual BIM Competency - the Knowledge Skill Arrow

These fivesome levels manoeuvre the depth of ‘conceptual’ discernment and the extent of ‘practical’ undergo [10] necessary to action a well-defined state or task. In this respect, the fivesome noesis levels – which administer exclusive to individuals - are same to the fivesome Maturity Levels within the BIM Maturity Index (BIMMI) [11] which administer to organizations and teams.


Establishing BIM Competency

Establishing the individualist noesis of someone we undergo or hit the quantity to set on-the-job is quite easy. It is still far more arduous to found the noesis of someone we don’t undergo or haven’t had a quantity to set his/her actualised deliverables. Would you communicate Tomas, a newborn recruit, if he knows “how to do BIM” or do you call his preceding politico and communicate her if Tomas was a “good package Manager”? Surely the calibre of the respond lies within the calibre of the question.

So what are the correct questions to ask? How crapper we accurately found someone’s BIM noesis or demand of? The respond is in Competency Mapping - the important matter of the incoming episode. If you can’t move dirt then, I invite you to meet and undergo it for yourself.


[1] The constituent also applies to mend practitioners and outside BIM advisors, help managers, etc.

[2] The constituent noesis crapper be utilised more mostly to exposit the capability/maturity of organizations and send teams (two or more organizations).

[3] A Model Manager is typically responsible for ownership a send help up-to-date, liberated of errors and orthodox to organizational or project-specific standards.

[4] A BIM Trainer is a persona sacred to educating and activity body in using BIM Software Tools and the workflows related with them.

[5] A BIM Manager is loosely circumscribed persona but is typically responsible for championing (or executing) the BIM diffusion impact within an organization, activity the development/delivery of BIM products and services, and facilitating the impact of cooperation with another send participants.

[6] Model-based deliverables (also famous as Model Uses or BIM Uses) are the deliverables expected from generating, collaborating-on and linking data-rich 3D models to outside databases. Model-based deliverables allow those limited to artefact Design (e.g. Immersive Environments), Construction (e.g. Construction Logistics and Flow) and Operation (e.g. Asset Tracking) -  intend to Figure 1 in Episode 15.

[7] Education focuses on improving awareness, knowledge, discernment (e.g. acquisition organisation theory and how to calculate thermal gain), upbringing focuses on power improvement (e.g. how to ingest Tekla or control a laser scanner), and utilization focuses on improving attitude/traits (e.g. leadership, noesis to impact in teams, etc.).

[8] Competency is “the noesis to” action an state or duty irrespective of how substantially it is performed.

[9] For a short overview of Myers & Brigs’ psychometric approach, gratify intend to Wikipedia or their foundation’s site.

[10] The 5 Individual Competency Scales roughly match the 5 levels of the BIM Maturity Index (BIMMI): ad-hoc, defined, managed, desegrated and optimised. For more information, gratify intend to Episode 13

[11] There are innumerous definitions for Knowledge, Skill, Experience and Attitude (personal traits). The help utilised in this post combines Conceptual Knowledge (referred to as Knowledge) with Procedural Knowledge (referred to as Skill)....Academic minds fascinated in this distinction haw desire to read Types and Qualities of Knowledge by De author and Ferguson-Hessler (1996) - PDF 1MB.

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