About
About CEDAR
Competency Exploration for Development And Readiness (CEDAR) is an online competency assessment tool developed for use by Federal government supervisors and employees. It offers a flexible and adaptable interface for accessing the Multipurpose Occupational Systems Analysis Inventory – Close-Ended (MOSAIC) competencies and related competency models in a way that informs individual and organizational strategies to address skills gaps and support employee training and development. Results from the CEDAR competency assessment tool are never to be used for performance management, hiring, or compensation. Rather, it is intended solely to help identify training needs and support the development of individual development plans (IDP).
CEDAR is a dual-rater system wherein both the supervisor and employee provide proficiency level ratings on competencies and/or a competency model chosen by the supervisor. It allows supervisors of program and project managers to self-register and complete a competency assessment on each of their employees who perform program management or project management work. Once a supervisor has completed an employee’s assessment, an e-mail will be automatically generated and sent to the employee, requesting the individual to complete their self-assessment. This email will include a link to the CEDAR tool. The supervisor will be able to monitor their team’s progress in completing the assessments through a manager dashboard in the CEDAR tool.
CEDAR was created to support agencies in their closing skills gaps efforts as required in 5 CFR 250 subpart and GAO-15223 as well as support requirements outlined in the Program Management Improvement Accountability Act (PMIAA). Future use of the tool can be used by agencies to address competency gaps in agency-specific MCOs. Its flexibility provides supervisors and employees at agencies an opportunity to determine where the tool’s content and processes may be most useful for identifying competency strengths and gaps and to identify training and development needs.
Privacy Act Statement
Authority: OPM is authorized to collect the information requested in the CEDAR tool pursuant to 5 CFR part 250, subpart B, which establishes the Human Capital Framework (HCF), in fulfillment of OPM’s responsibilities under 5 U.S.C. 1103(c) and 5 U.S.C. 1402.
Purpose: The information is being collected so that your agency can determine competency levels to better understand employee proficiency strengths and gaps; to identify targeted training and development opportunities in order to upskill and reskill employees; and to determine employees’ competency strengths and areas for improvement, so that necessary training and development opportunities can be identified, and skills gaps can ultimately be closed. In addition, the information collected in the CEDAR tool will be used to provide agencies with aggregated results of their assessments to support their competency gap analyses, which contribute important information for personnel training, and development efforts. The information you provide will not be used for performance appraisals or to make hiring or promotion decisions.
Routine Uses: The information requested on this form will be shared externally as a “routine use” to your supervisor in identifiable form and to others within your agency generally in de-identified form in the aggregate with information collected from others for internal agency analysis. A complete list of the routine uses can be found in the system of records notice associated with this collection of information, OPM/Central 23 Federal Competency Assessment Records, available at www.opm.gov/privacy.
Consequences of Failure to Provide Information: Providing this information is voluntary. However, OPM may require agencies’ use of the CEDAR tool in connection with fulfilling statutory or regulatory requirements and individual agencies may require their employees to use the tool in accordance with established laws, rules, and regulations. Failure to provide this information may limit the Federal Government’s and agencies’ ability to address developmental needs and desires, at both the individual and enterprise levels. OPM may require agencies’ participation for efforts in fulfillment of statutes and regulations. Agencies have discretion on whether they require participation in agency-specific activities, in accordance with established laws, rules, and regulations.