Developing a University-Wide Integrated Employee Core Competency Framework

Developing a University-Wide Integrated Employee Core Competency Framework

A Presentation to the Cabinet(or)

A Presentation to Stakeholders

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Presentation Summary•Definitions•Examples•Benefits for departments and employees•Process used to develop core competencies•Our university core competencies•Integrating core competencies into performance evaluations•Next Steps


Organizational Core Competencies“Definition”

• Clusters of universally-expected, observable behaviors

• Necessary for successful performance in the position and in the organization

• Distinguish performance in a particular work context


How Core Competencies are Used

• Tell us “how” major responsibilities of a position should be done

• Help us address how a professional can best go about adding value for a constituent

• Help us evaluate the performance of employees• Give us a look at what mastery performance

looks like• Gives ideas for employee development• Used in selection, professional development,

and career planning, performance coaching, evaluation, promotion


Example Core Competency

“Collaborating & Partnership”

Definition: Effectively develop relationships and collaborate with all stakeholders; value teamwork and apply a variety of strategies to meet the needs of a diverse constituency.


Behavioral Indicators

The smallest unit of on-the-job behavior that is measurable and subject to change or improvement over time.

Effective behavioral descriptors must be:– Understandable– Observable– At the right level


Example Behavioral Descriptors

“Collaborating and Partnership”:• Balance own responsibilities with interests of

team and/or department; respect group goals• Readily and respectfully shares knowledge,

responsibilities, and expertise with others• Fulfill commitments to other team members• Demonstrates positive influences within

groups/teams by promoting a friendly climate, good morale, and cooperation


Benefits of a Competency Framework

Departments will have improved and integrated processes for:

1. Recruitment and retention of talent2. Assessment and selection3. Performance communication and support4. Leadership development5. Succession planning6. Career development


Benefits of a Competency Framework

Employees will benefit from:

1. Clarity about knowledge, skill, and ability expectations2. Improved supervisor and employee communication3. More consistent performance appraisal feedback4. Improved recognition for skill growth as well as

achievement5. Clearer paths for career development6. Supervisor’s increased ability to demystify HR

processes for employees


Developing Core Competencies

1. Get a list of competencies2. Make sure it’s complete3. Write master-level descriptions4. Eliminate overlaps5. Sort the list6. Compare individual decisions7. Come to consensus8. Publish and use the competency list


Our University Process1. Supervisor Leadership Series: supervisors facilitated

development of their team’s values, employee core competencies, descriptions, and behavioral indicators

2. Evaluated classified recruitments over a 6 month period

3. Facilitated process with President & Cabinet4. Worked with Advisory Teams5. Developed new performance evaluation form6. Conducted training for supervisors7. Present information sessions for faculty and staff


Our Core Competencies

1. Communication & Personal Effectiveness

2. Customer Orientation3. Collaborating & Partnership4. Achievement Orientation5. Self-awareness & Professional

Development6. Leadership


Job Knowledge & Technical Skills

• Start with the position description and identify the 4-6 key responsibilities

• Determine if the employee is skilled in these key responsibilities

• Does the employee demonstrate a clear understanding of the role & scope of them

• Does the employee fully understand department/university procedures

• Does the employee have a university-wide perspective


Performance Evaluation Form

Section 1: Job Knowledge & Technical Skills (key responsibilities from PD)

Section 2: Core Competencies

Section 3: Goal(s)


Core Competencies + Job Knowledge

Utilize throughout the entire employment process:1. Developing the PD2. Qualifications detailed in advertising3. Evaluating candidates4. Interviewing candidates (behavioral questions)5. Reference checking (behavioral questions)6. Make job offer7. Training and development8. Performance evaluations


Next Steps1. Obtain feedback from campus on first pilot

year, e.g. competencies, performance evaluation form, timing of evaluations

2. Use HR Advisory Team to implement core competencies for academic staff with new performance evaluation form

3. Incorporate core competencies into current PDs for administrative and support staff

4. Continue working one-on-one with faculty search committees to incorporate core competencies into PDs and recruitment process


Sources

• The Performance Appraisal Question and Answer Book: A Survival Guide for Managers, Dick Grote, 2002

• High-Impact Interview Questions: 701 Behavior-Based Questions, Victoria A. Hoevemeyer, 2006


Developing a University-Wide Integrated Employee Core Competency Framework

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