GLC2O – Career Studies
Competencies
Competencies are the skills companies require to perform the tasks for specific jobs. In addition,
competencies are used by companies to evaluate employee performance. Many job descriptions,
therefore, are simply lists of required competencies, so recognizing what an employer considers
important is valuable information when applying for a job…or planning a move within a company.
Competency/Definition
A - Achievement Motivation:
A concern for working well or for competing against a
standard of excellence
B – Comprehension:
The ability to identify patterns or connections between
situations that are not obviously related, and to identify
key or underlying issues in complex situations. It
includes using creative, conceptual or inductive
reasoning.
C – Developing Others:
Fostering the long-term learning or development of
others. The focus is on developmental intent rather
than on formal training
D – Customer Service:
The desire to help or serve others, to meet their needs.
It means focusing on one’s efforts on discovering and
meeting the customer or client’s needs.
E - Directness:
The ability to communicate in a direct way what one
wants or requires of others, while respecting the
integrity of self and others.
F - Impact and Influence:
The intention to persuade, convince or influence in
order to have a specific impact. It includes the ability to
anticipate and respond to the needs and concerns of
others.
G – Initiative/Proactivity:
Taking independent action and/or proactively creating
opportunities to resolve or prevent problems.
Rating Scale Criteria
0 – Not Shown
1 – Wants to Do Job Well
2 – Works to Meet Others’ Standards
3 – Improves Performance
4 – Sets and Strives for Challenging Goals
5 – Takes Calculated Entrepreneurial Risks
0 – Not Shown
1 – Uses Basic Rules
2 – Sees Patterns
3 – Applies Complex Concepts
4 – Clarifies Complex Data or Situations
0 – Not Shown
1 – Makes Positive Comments about Others
2 – Gives Instructions
3 – Gives Reasons
4 – Actively Coaches
5 – Reassures and Encourages
6 – Provides Long-Term Coaching
7 – Creates New Teaching/Training
0 – Not Shown
1 – Follows Up
2 – Maintains Clear Communication
3 – Takes Personal Responsibility
4 – Makes Self Fully Available
5 – Acts to Make Things Better
6 – Addresses Underlying Needs
7 – Uses a Long-Term Perspective
0 – Not Shown
1 – Provides Direction
2 – Sets Limits
3 – Insists on High Performance
4 – Holds People Accountable
0 – Not Shown
1 – Direct Persuasion
2 – Multiple Attempts to Persuade
3 – Builds Trust and Fosters Win-Win Mentality
4 – Multiple Actions to Influence
5 – Influences Through Others
0 – Not Shown
Initiative:
1 – Perseveres. Tries more than once to overcome obstacles
2 – Addresses Current Opportunities or Problems
Proactivity:
3 – Acts Within the Short Term
4 – Acts in the Medium Term
5 – Acts in the Longer Term
Competency/Definition
H – Information Seeking:
Taking action to find out more and improve one’s
understanding about situations or issues.
I – Listening, Understanding and Responding:
The ability to accurately listen and understand, and
then respond appropriately when interacting with
individuals and groups.
Rating Scale Criteria
0 – Not Demonstrated
1 – Asks Questions
2 – Personally Investigates
3 – Digs Deeper
4 – Contacts Others
5 – Does Research
6 – Uses Ongoing Systems
0 – Talks Rather Than Listens
1 – Listens
2 – Listens Responsively
3 – Effective Use of Empathy
4 – Accurate Assessment
J – Organizational Awareness:
The ability to understand and learn the power
relationships in one’s own organization, in other
organizations (customers, suppliers, etc.) or the local
community
0 – Not Shown
1 – Understands Formal Structure
2 – Understands Informal Structure
3 – Understands Climate and Culture
4 – Understands Organizational Politics
K – Planning and Implementing:
This reflects an underlying need to reduce uncertainty
in the work unit. It is expressed as monitoring and
checking work or information, insisting on clarity of
roles and functions, setting up and maintaining
information systems and measurements.
L – Problem Solving:
The ability to analyze a situation by breaking it apart
into smaller pieces and trace the implications of a
situation step-by-step.
M – Relationship Building:
A concern for working well or for competing against a
standard of excellence
0 – Not Shown
1 – Organizes Work Unit and Procedures
2 – Shows General Concern for Order and Clarity
3 – Checks Own Performance
4 – Follows up on Others’ Performance
5 – Monitors Projects
6 – Develops Systems to Monitor Work
0 – Not Shown
1 – Breaks Down Problems
2 – Sees Basic Elements
3 – Sees Multiple Relationships
4 – Conducts Complex Analyses
0 – Not Shown
1 – Accepts Invitations
2 – Initiates Work-Related Contacts
3 – Makes Occasional Informal Contacts
4 – Builds Rapport
5 – Develops Longer-Term Relationships
6 – Builds a Local Network of Relationships
7 – Strategic Networking to Benefit the Company
0 – Not Shown
1 – Resists Temptation to Behave Impulsively
2 – Responds Calmly in Difficult Situations
3 – Calms Others
N – Self-Control:
The ability to respond calmly and constructively when
provoked, when faced with opposition or hostility from
others, or when working under conditions of stress
O – Team Leadership:
Taking a role as a leader of a team or other group.
Team Leadership is often, but not always, shown from
a position of formal authority
P – Teamwork and Co-operation:
Involves working co-operatively with others, being part
of a team, working together, as opposed to working
separately, competitively or adversely
0 – Not Shown
1 – Manages Meetings
2 – Informs People
3 – Uses Authority Fairly
4 – Promotes Team Effectiveness
5 – Looks After the Group
6 – Positions Self as Leader
0 – Works Separately
1 – Co-operates
2 – Shares Information
3 – Speaks Positively of Team
4 – Solicits Input
5 – Encourages Others
6 – Builds Team Spirit
7 – Resolves Conflicts