Growth Plan - Translation Consultant

Extracted text from Translation_Growth_Plan_v3.0_Jun_09.xls:

Introduction Translation Consultant growth plan and timeline: Introduction Developed for SIL Africa Area Academic Affairs Version 3.0 June 2009

These Growth Plan Worksheets describe the competencies for developing as a consultant in translation and are tools for developing individualized, outcome-based consultant growth plans. The first four Worksheets cover the four phases of consultancy:
 Phase I: Identification and assessment of potential consultant
 Phase II: Consultant trainee
 Phase III: Entity consultant
 Phase IV: International consultant

A separate but very important Worksheet, along with its introduction highlights the importance of developing consultant interpersonal competencies. This Growth Plan Woksheet for Consultant Interpersonal Competencies is to be used in each phase of consultancy.
The primary focus of this phased system is the formation of entity consultants, since these are the consultants most needed in AFA entities. Phases I and II are intended to select individuals and help them develop the competencies for becoming entity consultants. The activities and competencies of Phase III are intended to foster growth and learning throughout an entity consultants career. Not all entity consultants will achieve the fairly high degree of professional competency of Phase IV consultants. However, for those who have the aptitude and interest, Phase IV describes the activities and competencies to maintain expertise as an international-level consultant. Note that being named an entity or international consultant involves administrative processes that are distinct from developing the competencies described in the Worksheets.
Another important aspect of this system is that it encourages consultants to develop depth of knowledge in certain competencies and breadth of understanding of the entire domain. Thus the progress from Phase I to Phase IV is measured in two ways: by the number of competencies and by the depth of ability in each competency.
It is important that individuals and their supervisors fill in the Worksheets together. Using the Worksheets to record agreed-upon competencies and time frames for achieving them provides accountability and ways to measure progress. It is assumed that individuals will gain competencies in a number of ways: through a balance of workshops, formal training, and one-on-one mentoring.

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I Potential Phase I: Identification/assessment of potential consultant

Aim of this phase: Assess the candidate's potential for being a consultant; if the potential is there, get the person started on the Phase II, consultant trainee track.

Name of candidate:
Entity:
Current assignment/role:
Supervisor:
Mentor(s):
Date of initial assessment:
Date of review:
Reviewed by:
Copies sent to:

NOTE: unshaded cells are intended as a guide only and should be modified as appropriate.

Competency	Activities		Time frame	Attained	Comments
		Assessment Criteria
Consultant potential: personal and professional aspects	Interview with entity domain coordinator and/or LPM; supervisor gathers input from candidate's colleagues	Good personal work history; demonstration of potential for becoming a consultant	1 month
Current technical competency	Assessment of competencies listed in the Phase II growth plan for translation	Demonstrates potential for gaining required competencies within a reasonable time span. Plans are made for gaining the competencies not yet acquired	Part of growth plan
Interpersonal competencies	Supervisor shows Growth Plan Worksheet for Consultant Interpersonal Competencies to trainee and assesses willingness and potential to develop competencies	Demonstrates willingness and potential for gaining required competencies within a reasonable time span.	As soon as possible
Able and ready to commit to the process	Develop Phase II growth plan.	Phase II growth plan drafted and checked	Within three months

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II Consultant trainee Phase II: Consultant trainee Aim of this phase: to move towards phase III (entity) consultant status, by attaining satisfactory ability in all 9 technical competencies listed below, as assessed by an entity or international domain consultant; attaining satisfactory ability in all non-technical competencies listed Recommended scope of authority: A consultant trainee is able to carry out consulting in the specific areas of competencies achieved, under the supervision of an entity consultant or an international consultant. A candidate having met the requirements listed below is ready to be recognized as an Entity-level consultant, pending a Technical Evaluation carried out by the Area.

Name of candidate:
Entity:
Current assignment/role:
Supervisor:
Mentor(s):
Date of Phase II assessment:
Date of review:
Reviewed by:
Copies sent to:

NOTE: unshaded cells are intended as a guide only and should be modified as appropriate.

Minimum requirements	Assessment criteria	Current assessment (including activities completed)	Activities to reach Phase III competency level	Time frame	Attained
Experience/Education
Experience: Has overall insight into the whole language programme process.

In particular, has a deep understanding of the whole translation process Has had direct involvement in a project or has worked with a variety of teams at various stages. In particular, has helped a team or teams with translation in a variety of genres Serve in language project(s) or work with a number of translation teams at various stages of their project 2 years minimum Formal education MA or equivalent level gained by experience, or at least be working towards this Enrol in MA study programme preferably related to Biblical studies, translation studies and/or linguistics By the end of Phase II Training: General consultant training Has participated in a consultant training seminar Attend consultant training seminar Training in translation and exegesis Has had basic training in translation and exegesis Translation and exegesis training As soon as possible Technical competencies (all 9 required to complete Phase II) Translation Is able to apply translation principles appropriately Demonstrates ability in supervised checking sessions Receive introductory translation training Gain experience in applying translation principles by: a. continuing to assist teams with translation drafting and checking b. teaching on Introductory Translation Principles courses Participate in and teach on translation-related workshops Is able to identify and help solve translation problems Demonstrates ability in supervised checking sessions As above plus: Gain experience by observing consultants and checking translation under supervision of consultants Recognized consultant observes and evaluates checking session(s) Is able to work with teams who are using different translation styles Demonstrates ability Have experience of working with a variety of teams Is able to participate in discussions about the appropriateness of different translation styles in different situations Has participated in such discussions with teams or in workshops Participate in discussions with other consultants and church leaders about the appropriateness of different translation styles Biblical Knowledge Has an adequate knowledge of at least one of the Biblical languages Demonstrates ability in supervised checking sessions Study Greek or Hebrew by self-study, or by taking a course Understands the exegetical process and is able apply exegetical procedures appropriately Demonstrates ability Have adequate experience with helping teams to make exegetical decisions Has participated in workshops Participate in and help with translation workshops Has a thorough overall knowledge of the biblical text Demonstrates this knowledge in checking sessions Regular private study, reading, courses Knows the historical, geographical and cultural background to the Biblical text As above Study the subject by reading, participating in a workshop or taking a formal course Linguistics Understands linguistic issues that are relevant to the translation process Demonstrates ability through asking appropriate questions re linguistic issues in checking sessions Take relevant linguistics training, including discourse analysis Participate in and teach on discourse analysis workshops Understands the linguistic features of the languages of the region Demonstrate knowledge to a linguistics consultant Read relevant literature Gain an understanding through participation in linguistics workshops and/or interaction with teams and linguistics consultants Practical competencies Training Is able to give informal training to translators Demonstrates ability in a workshop setting Give translators on-the-job training Is able to help with workshops and courses Teach on workshops and courses Have had previous teaching experience or attended at least one workshop on training Language of wider communication Is able to communicate fluently in the language(s) used for checking and training Is observed interacting well while using the language with teams Gain significant experience in using the language for translation related activities By the end of Phase II Attend refresher courses on the language, if necessary Consultant competencies Interpersonal competencies Demonstrates a commitment to developing consulting and interpersonal skills To be reviewed by supervisor Supervisor and trainee assess trainee's competencies according to Growth Plan Worksheet for Consultant Interpersonal Competencies and design activities for interpersonal growth during the phase Cross-cultural awareness Cross cultural understanding Be evaluated on learning Take the first level modules*1 on cross-cultural issues for consultants Understands the differences between cultures and how these affect translation Demonstrate such understanding in checking sessions Become aware of specific cultural issues applicable to area of work Ongoing Computer competencies Knows how to use IT translation tools Demonstrate ability Self study and/ or workshops Professional competencies Is able to write small articles on translation issues for local or in-house magazines and journals Has submitted an article Submit a paper to a local, entity or SIL International publication By the end of Phase II

1.  This series of modules is available on Insite (see AFA Academic Affairs materials) or from the AFA Anthropology Coordinator.

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III Entity consultant Phase III: Entity consultant Aim of this phase: to maintain and improve consulting ability at entity level, and to advance to the level of a phase IV (international) consultant by attaining advanced ability in the 9 technical competencies listed; attaining or maintaining satisfactory ability in all other skills listed. Recommended scope of activity and authority: The phase III consultant has the authority to independently carry out consulting activities across the domain, at entity level. Phase III consultants may be shared across entities as needed; when they are, they have the same consulting authority in other entities that they have in their own. This consultant is able and expected to mentor consultant trainees in the domain of expertise, and to help the entity LPM to assess consultant trainees' readiness to attain consultant status themselves.

Name of candidate:
Entity:
Current assignment/role:
Supervisor:
Mentor(s):
Date of Phase III assessment:
Date of review:
Reviewed by:
Copies sent to:

NOTE: unshaded cells are intended as a guide only and should be modified as appropriate.

Minimum requirements	Assessment criteria	Current assessment (including activities completed)	Activities	Time frame	Attained
Technical competencies
Translation
Is able to apply translation principles appropriately	Demonstrates ability when checking with teams		Have continued experience of checking translation with a variety of teams, including some outside the normal work area
Is able to identify and help solve translation problems	Demonstrates ability when checking with teams		As above
Is able to work with teams who are using different translation styles	Demonstrates ability when checking with teams		Have experience of checking with teams using different styles
Is able to participate in discussions about the appropriateness of different translation styles in different situations	Demonstrates ability		Engage with teams and others in the process in deciding what style is appropriate for a specific situation
Biblical knowledge
Has an adequate knowledge of at least one of the Biblical languages	Demonstrates ability when checking with teams		Have experience in a variety of situations

Teach on translation related workshops Understands the exegetical process and is able apply exegetical procedures appropriately Demonstrates ability when checking with teams Upgrade by reading, workshops, etc. Has a thorough overall knowledge of the Biblical text Demonstrates understanding when checking with teams Upgrade by continued private study Knows the historical, geographical and cultural background to the Biblical text Demonstrates knowledge when checking with teams Upgrade by self study, workshops or courses Linguistics Understands linguistic issues that are relevant to the translation process Demonstrates understanding when checking with teams Continue to gain experience. Interact regularly with linguistics consultants Understands the linguistic features of the languages of the region Demonstrates knowledge when checking with teams Read further on the subject and gain more experience in checking different languages Practical competencies Training Is able to give informal training to translators Is observed communicating effectively Regularly include training as part of consultant checking sessions Is able to help with workshops and courses Is observed teaching well Regularly lead training events in the domain Is able to train and mentor others to become consultants Consultant trainees give positive feedback on mentoring Be involved in regularly mentoring others in the domain Help with consultant training events Language of wider communication Is able to communicate fluently in the language(s) used for checking and training Demonstrates ability Continue using the language and upgrading skills Consultant competencies Interpersonal competencies Demonstrate ongoing commitment to improving consulting and interpersonal skills Demonstrates ability Supervisor and consultant review interpersonal competencies in Growth Plan Worksheet for Consultant Interpersonal competencies and design ongoing growth activities Cross-cultural awareness Demonstrate ongoing commitment to improving cross-cultural understanding Ability to apply learning from modules is evaluated by international consultant (or coordinator) Complete modules on cross-cultural issues for consultants Understands the differences between cultures and how these affect translation Demonstrates understanding Continued research and upgrading through experience Computer competencies Knows how to use IT translation tools Demonstrates ability Keep abreast of relevant new developments Professional competencies Is able to publish professionally in SIL publications Reports on papers submitted Submit papers regularly to SIL-sponsored publications Submit one paper to a refereed translation journal Is able to give conference presentations at translation conferences at local or regional level Reports on conferences attended Give a paper at an international translation conference

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IV International level Phase IV: (International-level) consultant Aim of this phase: to maintain and increase proficiency in all of the 11 technical competencies; maintain satisfactory ability in all other competencies listed. Recommended scope of authority: The phase IV consultant has the same authority as the phase III consultant at entity level. The phase IV consultant also has the authority to serve as requested across the continent and the world. The phase IV consultant is also qualified to be named by SIL International's Academic Affairs section as an international consultant.

Name of candidate:
Entity:
Current assignment/role:
Supervisor:
Mentor(s):
Date of Phase IV assessment:
Date of review:
Reviewed by:
Copies sent to:

NOTE: unshaded cells are intended as a guide only and should be modified as appropriate.

Competencies	Assessment criteria	Current assessment (including activities completed)	Activities	Comments
Technical competencies
Translation
Is able to apply translation principles appropriately	As for entity consultant		Gain experience of checking with teams in a variety of areas
			Offer to check in other entities that are short of consultants or engage in consultant exchange across entities
Is able to identify and help solve translation problems	As for entity consultant		As for entity consultant
Is able to work with teams who are using different translation styles	As for entity consultant		As for entity consultant
Is able to participate in discussions about the appropriateness of different translation styles in different situations
Biblical knowledge
Has an adequate knowledge of at least one of the Biblical languages	As for entity consultant		As for entity consultant
Understands the exegetical process and is able apply exegetical procedures appropriately	As for entity consultant		As for entity consultant
Knows the historical, geographical and cultural background to the Biblical text	As for entity consultant		As for entity consultant
Linguistics
Understands linguistic issues that are relevant to the translation process	As for entity consultant		As for entity consultant
Understands the linguistic features of the languages of the region	As for entity consultant		As for entity consultant
Practical competencies
Training
Is able to give informal training to translators	As for entity consultant		As for entity consultant
Is able to help with workshops and courses	As for entity consultant		As for entity consultant
Is able to train and mentor others to become consultants	As for entity consultant		As for entity consultant
Is able to assess and evaluate when others are ready to become consultants	Positive feedback from mentees and other consultants		Regularly assess and give feedback when mentoring trainee consultants
Language of wider communication
Is able to communicate fluently in the language(s) used for checking and training	As for entity consultant		As for entity consultant
Consultant competencies
Interpersonal competencies
Demonstrate ongoing commitment to improving consulting and interpersonal skills	As for entity consultant		Supervisor and consultant review interpersonal competencies in Growth Plan Worksheet for Consultant Interpersonal competencies and design ongoing growth activities
Cross-cultural awareness
Cross-cultural understanding	As for entity consultant		As for entity consultant
Understands  the differences between cultures and how these affect translation	As for entity consultant		Continued upgrading through research and experience
Computer competencies
Knows how to use IT translation tools and help others to use them	Positive feedback from teams and consultant trainees who have been helped		Keep abreast of relevant new developments and pass on new things learnt to others
Professional competencies
Is able to publish professionally in SIL publications	As for entity consultant		1 refereed publication or contribution to a book per 2 years
Is able to give conference presentations at translation conferences at local or regional level	As for entity consultant		1 paper presented per 3 years

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Intro Interpersonal Comp Introduction to Growth Plan Worksheet for Consultant Interpersonal Competencies Interpersonal competencies are among the most difficult to mentor and to monitor. For many they reflect on personal or spiritual capacities, and so receiving guidance about growth in these areas can be difficult. However, seldom is a consulting session unsuccessful because the consultant lacks the technical knowledge needed; far more often, it is a lack of interpersonal competency that threatens the effectiveness of consulting sessions. For these reasons and to encourage careful attention to these competencies, the Growth Plan Worksheet for Interpersonal Competencies has been developed for use in each Growth Plan Phase. It is suggested that this worksheet be used as follows: Phase I: Supervisor shows Worksheet to potential trainee and assesses trainees willingness and potential to develop competencies Phase II: Supervisor and trainee assess trainees competencies according to Worksheet and design activities for interpersonal growth during the Phase Phase III: Supervisor and consultant review interpersonal competencies in Worksheet and design ongoing growth activities Phase IV: Supervisor and consultant review interpersonal competencies in Worksheet and design ongoing growth activities The competencies are oriented primarily around communications skills, although cultural awareness skills are also included. The spiritual aspect of these competencies has intentionally not been included; this is a departure from many consultant qualifications lists, which include character traits such as patience, humility, and moral purity. These character traits are of course extremely important, but their importance is far broader than just consultant competencies. In addition they are extremely difficult for a supervisor to monitor. We believe that in order for this growth plan to be used profitably by the consultant and his/her supervisor, it is better to stay in the realm of communications and interpersonal competencies, which can be assessed and guided. Otherwise the entire growth plan could be seen as too difficult and threatening to use. It should also be remembered that effective use of this growth plan is most likely in an environment of safety, trust, and good relationship between the trainee and the mentor or supervisor. Activities It is expected that the primary means of gaining these interpersonal competencies will be in mentoring situations. Courses in interpersonal skills and consulting skills do exist, and trainees are likely to benefit considerably from taking them. However, it is our experience that gaining the skills listed here is primarily a matter of observing a skilled consultant, then being observed in a consulting situation and getting feedback from both the mentor and the people receiving the consultant service. We recommend that the consultees be regularly asked for input regarding the consultant's competencies as listed in this growth plan. Some possible activities for developing these competencies include: Get experience in being consulted on ones work Observe experienced consultant at work Receive guided practice in consulting Receive explicit training in consultant techniques, through seminars or mentoring Work through SIL mentoring course available on distantcourses.org Read recommended books and papers on consultant skills

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Worksheet Interpersonal Comp

Growth Plan Worksheet for Consultant Interpersonal Competencies (read Introduction first)
Suggested use of Worksheet: 

Phase I: Supervisor shows Worksheet to potential trainee and assesses trainees willingness and potential to develop competencies Phase II: Supervisor and trainee assess trainees competencies according to Worksheet and design activities for interpersonal growth during the Phase Phase III: Supervisor and consultant review interpersonal competencies in Worksheet and design ongoing growth activities Phase IV: Supervisor and consultant review interpersonal competencies in Worksheet and design ongoing growth activities Rating Scale To allow for graded assessment and to chart progress, under "Extent of Attainment" the following rating scale is suggested:

5 = VERY GOOD	Demonstrating special giftedness or outstanding effort or achievement.
4 = GOOD	Achieving a good, satisfactory standard
3 = FAIR	Doing alright; showing no major problems, but perhaps could do better.
2 = POOR	Performing below the expected standard; improvement needed.
1 = UNACCEPTABLE	Performing at a level demanding serious review and action to bring about improvement. A problem this
	serious should already have been raised in member/supervisor interactions.
Competencies	Activities	Time frame	Extent of Attainment (Give a number 1-5, with 1=unacceptable, 5=very good)	Comments
Personal
Understands the values and distinctives of the entity or organization
Is able to articulate how what they do as a domain specialist and consultant is a spiritual service
Interpersonal
Understands and works within the cultural norms of the area of assignment

Understands and works within the social and political contexts of the area of assignment
Makes appropriate adjustments in how he/she interacts with others in response to cultural differences between them
Considers the personal needs and constraints of the work environment of consultees when interacting with them
Maintains an appropriate relationship with consultees
Demonstrates respect for, interest in, and concern for others, as well as respect for their views and perspectives
Affirms consultees by recognizing their knowledge and other positive qualities
Motivates those being consulted
Communicates clearly
Learns readily from others
Receives criticism well
When necessary, is able to correct consultees work and work habits appropriately
Takes initiative to resolve conflicts in biblically and culturally appropriate ways
Listens in such a way that consultees feel heard and understood
Participates actively and effectively as a member of a team
Consulting (general)
Is able to formulate insightful questions
Is able to draw out what a consultee already knows or believes
Is able to give timely and appropriate feedback to consultees in all phases of a consultation
Is able to guide consultees to set goals, define problems, and to discover, evaluate and implement solutions
Consultant (formal)
Is able to clarify and negotiate expectations for a consultation prior to beginning, as well as renegotiating expectations when needed during a consultation
Is able to organize consulting sessions and other aspects of the consultant task
Is able to evaluate outcomes of consultations, write timely and helpful reports, and follow up appropriately
Training
Understands and applies adult learning principles
Is able to coach/teach consultees and consultants trainees from the same culture or another culture
Understands the formal mentoring process and is able to mentor others

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