4 behavioural competency dictionary
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Transcript of 4 behavioural competency dictionary
BEHAVIOURAL COMPETENCY DICTIONARY
Presentation
by
Prof.M.S.S.Varadan
Chairman
Om Consultants (India) Pvt. Ltd.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
BEHAVIOURAL COMPETENCIES DICTIONARY
Competencies are observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successful job performance.
What are competencies?
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
BEHAVIOURAL COMPETENCIES
For all competencies in the dictionary, a definition is provided. Each competency also includes a proficiency scale that indicates the full range of expression of the competency. Most proficiency scale have five levels. Each proficiency is described in terms of behavioural indicators. The behaviours at each level of the scale are illustrative rather than definitive; that is other examples of behaviour are possible. Each competency scale is cumulative which means that, although behaviours from lower levels are not repeated at higher level, they nonetheless apply.
How Are the Competencies Structured?
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
BEHAVIOURAL COMPETENCIES
The contents of dictionary represent the behavioural or non-technical competencies that apply to IT jobs in the federal Public Service. The dictionary can be used for a variety of purposes including recruitment and staffing, learning and career development and performance management. For each job, choose the competencies and proficiency learning that are most critical to performance excellence.
How to Use the Dictionary?
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
ACHIEVEMENT ORIENTATION
Focusing efforts on achieving high quality results consistent with the organization’s standardsLevel 1Strives to meet work expectation
Level 2Consistently meets established expectations
Level 3Surpasses established expectations
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Seeks out significant challenges Level 5Pursues excellence on an organizational level
Note : “Achievement Orientation” links to the competency “Personality” identified as relevant for federal Public Service leaders.
ACHIEVEMENT ORIENTATION
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
ADAPTABILITY
Level 1Recognizes that change will happen
Level 2Adapts one’s work method to a situation
Level 3Adapts to a variety of changes
Managing and adjusting own behaviours to work effectively in light of new information, changing situations and / or different environments
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Adapts to large, complex and / or frequent changes Level 5Adapts organizational strategies
Note : “Adaptability” links to the competency “Behavioural Flexibility” identified as relevant for federal Public Service leaders.
ADAPTABILITY
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
ANALYTICAL THINKING
Level 1Analyzes and synthesizes information
Level 2Identifies critical relationships
Level 3Analyses complex relationships
Understanding, linking, and analyzing information to understand issues, identify options and support sound decision making
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Applies broad analysis Level 5Applies a whole systems perspective
Note : “Analytical Thinking” links to the competency “Cognitive Capacity” identified as relevant for federal Public Service leaders.
ADAPTABILITY
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
CHANGE LEADERSHIP
Level 1Makes others aware of change
Level 2Underscores the positive nature of change
Level 3Manages the process for change
Managing and facilitating the process of change and transition while helping others deal with their effects
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Maintains alignment with organizational objectives Level 5Champions change
ADAPTABILITY
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
CLIENT FOCUS
Level 1Responds to client requests
Level 2Builds positive client relations
Level 3Evaluates and adapts to client needs
Providing service excellence to internal and external clients
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Fosters a client-focussed culture Level 5Considers the strategic direction of client focus
CLIENT FOCUS
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
COMMUNICATION
Level 1Listens and clearly presents information
Level 2Fosters two-way communication
Level 3Adapts communication to others
Listening to others and communicating in an effective manner that fosters open communications
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Communicates complex messages Level 5Communicates strategically
COMMUNCIATION
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
CONFLICT MANAGEMENT
Level 1Notice conflict
Level 2Addresses existing conflict
Level 3Addresses potential conflict
Facilitating the prevention, management and / or resolution of conflicts
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Introduces strategies for resolving conflict Level 5Creates an environment where conflict is resolved positively
COMMUNCIATION
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
CONTINUOUS LEARNING
Level 1Assesses and monitors oneself to maintain personal effectiveness
Level 2Seeks to improve personal effectiveness in current situation
Level 3Seeks learning opportunities beyond current requirements
Identifying and addressing personal strengths, developmental needs and changing circumstances to enhance performance and career growth
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Aligns personal development with objectives of organization Level 5aligns personal leaning with anticipated change in organizational strategy
CONTINUOUS LEARNING
Note : “Continuous Learning” links to the competency “Creativity” identified as relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
CREATIVE THINKING
Level 1Acknowledges the need for new approaches
Level 2Modifies current approaches
Level 3Introduces new approaches
Questioning conventional approaches and responding to challenges with innovative solutions or services, using intuition, experimentation and fresh perspectives
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Creates new concepts Level 5Nurtures creativity
CREATIVE THINKING
Note : “Creative Thinking” links to the competency “Creativity” identified as relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
DECISION MAKING
Level 1Makes decisions based solely on rules
Level 2Makes decisions by interpreting rules
Level 3Makes decisions in vague situations
Makes decisions involving varied levels of risk and ambiguity
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Makes complex decisions in the face of ambiguity
Level 5Makes high-risk decisions in the face of ambiguity
DECISION MAKING
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
DEVELOPING OTHERS
Level 1Shares expertisewith others
Level 2Supports individual development and improvement
Level 3Promotes ongoing learning and development
Fostering the development of others by providing a supportive environment for professional growth
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Provides the means for team development Level 5Creates a continuous learning and development environment
DEVELOPING OTHERS
Note : “Developing Others” links to the competency “Creativity” identified as relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
IMPACT AND INFLUENCE
Level 1Uses facts and available information to persuade
Level 2Adapts arguments to others needs
Level 3Demonstrates the benefit of ideas
Gaining support from and motivating others to advance the objectives of the organization
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Builds coalitions Level 5Use complex influence strategies
IMPACT AND INFLUENCE
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
INITIATIVE
Level 1Addresses current issues
Level 2Addresses imminent issues
Level 3Acts promptly in a crisis situation
Identifying and dealings with issues proactively and persistently, seizing opportunities that arise
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Looks to the future Level 5Encourage initiative in others
INITIATIVE
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
NETWORKING / RELATIONSHIP BUILDING
Level 1Accesses known sources of information
Level 2Builds personal contacts
Level 3Seeks new networking opportunities for self and others
Seeking and maintaining working relationships and / or networks of contacts to further the organization’s goals
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Strategically expands networks Level 5Creates networking opportunities
NETWORKING/ RELATIONSHIP BUILDING
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
ORGANIZATIONAL & ENVIRONMENTAL AWARENESS
Level 1Understands formal structure
Level 2Understands informal structure and culture
Level 3Effectively operates in external environments
Understanding the working, structure and culture of the organization as well as the political, social and economic issues, to achieve results
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Understands organizational politics, issues and external influences Level 5Operates effectively in a broad spectrum of political, cultural and social milieu
ORGANIZATIONAL & ENVIRONMENTAL AWARENESS
Note : “Organizational and Environmental Awareness” links to the competency “Organizational Awareness identified as relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
PARTNERING
Level 1Operates effectively within partnerships
Level 2Manages existing partnerships
Level 3Seeks out partnership opportunities
Seeking and building strategic alliances and collaborative arrangements to advance the objectives of the organization
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Facilitates partnerships Level 5Sets strategic direction for partnering
PARTNERING
Note : “Partnering” links to the competency relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
PLANNING AND ORGANIZING
Level 1Uses formal and informal systems to achieve business / work objective
Level 2Successfully completes activities and delivers programs in a timely manner
Level 3Develops plans for the business unit
Defining tasks and milestones to achieve objectives, while ensuring the optimal use of resources to meet those objectives
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Effectively organizes others Level 5Plans and organizes at a strategic level
PLANNING AND ORGANIZING
Note : “Planning and Organizing” links to the competency “Action Management” identified as relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
RISK MANAGEMENT
Level 1Supports risk taking by others
Level 2Personally takes risks
Level 3Personally takes significant risks
Identifying, assessing and managing risk while striving to attain objectives
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Leads high-risk initiatives Level 5Provides organizational guidance on risk
RISK MANAGEMENT
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
STEWARDSHIP OF RESOURCES
Level 1Uses resources effectively
Level 2Ensures effective resource utilization
Level 3Controls resource use
Ensure the wise use of Public Service resources, whether human, financial, material, or informational
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Implements systems to ensure stewardship of resources Level 5Ensures strategic stewardship of resources
STEWARDSHIP OF RESOURCES
Note : “Resource Stewardship” links to the competency “Action Management” identified as relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
STRESS MANAGEMENT
Level 1Works in low level stress situations
Level 2Adjusts to temporary peaks in stress levels
Level 3Adapts to prolonged stress
Maintaining concentration and effectiveness in the face of stress
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Employs stress management strategies Level 5Assists others to deal with stress
STRESS MANAGEMENT
Note : “Stamina / Stress Resistance” was identified as a competency relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
TEAMWORK
Level 1Participates as a team member
Level 2Fosters teamwork
Level 3Demonstrates informal leadership in teams
Working collaboratively with others to achieve common goals and positive results
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Capitalizes on teamwork opportunities Level 5Builds bridges between teams
TEAMWORK
Note : “Teamwork” and “Interpersonal Relations” were identified as competencies relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
TEAM LEADERSHIP
Level 1Keeps the team informed
Level 2Ensures the needs of the team and of members are met
Level 3Ensures team member input
Leading and supporting a team to achieve results
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Empowers the team Level 5Inspires team members
TEAM LEADERSHIP
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
VALUES AND ETHICS
Level 1Demonstrates behaviours consistent with the organiations’s values
Level 2Identifies ethical implications
Level 3Promote the organization’s value and ethics
Creating and supporting the principles and values of the organization and the Public Service as a whole
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Sets the standards
VALUES AND ETHICS
Note : “Ethics and Values” was identified as a competency relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
VISIONING AND STRATEGIC THINKING
Level 1Demonstrates personal work alignment
Level 2Promotes team alignment
Level 3Aligns program / operational goals and plans
Developing and inspiring commitment to a vision of success; supporting, promoting and ensuring alignment with organization’s vision and values
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Level 4Influences strategic direction
Level 5Develops vision
VISIONING AND STRATEGIC THINKING
Note : “Visioning” was identified as a competency relevant for federal Public Service leaders.
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Intellectual1. Information collection2. Problem Ananlysis3. Numerical interpretation4. Judgement5. Critical faculty6. Creativity
THE 45 COMPETENCIES Six Clusters
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Intellectual7. Planning8. Perspective9. Organizational Awareness10. External Awareness11. Learning Oriented12. Technical Expertise
THE 45 COMPETENCIES
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Personal13. Adpatability14. Independence15. Integrity16. Stress Tolerance17. Resilience18. Detail Consciousness19. Self-management20. Change Oriented
THE 45 COMPETENCIES
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Communication21. Reading22. Written Communication23. Listening24. Oral Expression25. Oral Presentation
THE 45 COMPETENCIES
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Interpersonal26. Impact27. Persuasiveness28. Sensitivity29. Flexibility30. Ascendancy31. Negotiating
THE 45 COMPETENCIES
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Leadership32. Organizing33. Empowering34. Appraising35. Motivating Others36. Developing Others37. Leading
THE 45 COMPETENCIES
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Result Oriented38. Risk Taking39. Decisiveness40. Business Sense41. Energy42. Concern for Excellence 43. Tenacity44. Initiative45. Customer Oriented
THE 45 COMPETENCIES
U N L O C K IN G P EO PL E P O T E N T I A L
C O N S U L T A N T S
Command of basic facts
LANCASTER MODEL OF MANAGERIAL COMPETENCIES
Relevant Professional understanding
Basic knowledge and information
The successful manager
Continuing sensitivity to events
LANCASTER MODEL OF MANAGERIAL COMPETENCIES
Analytical problem solving decision / judgement-making skillsSocial skills and abilitiesEmotional resilienceProactivity of inclination to respond purposefully to events
Skills and attributes
The successful manager
Creativity
LANCASTER MODEL OF MANAGERIAL COMPETENCIES
Mental agility
Balanced learning habits and skills
Self-knowledge
‘Meta-qualities’
The successful manager