UNIVERSITY OF NORTH CAROLINA WILMINGTON
INFORMATION TECHNOLOGY MANAGER (12201) (30005020)
COMPETENCY ASSESSMENT WORKSHEET
Division/Department
Position #
Employee:
IT Manager
Description of Work: Positions in this banded class are responsible for the leadership of a professional IT organization in a state agency or university
or a defined unit of a large IT organization. Positions provide technical support to the unit’s customers. They are responsible for the management of
various monetary and technical resources assigned to the unit. They understand technology used in the unit’s operations and its role within the
enterprise. They are responsible for planning and directing activities as appropriate. They may be responsible for budget oversight and planning,
providing input to higher-level managers regarding direction of work within the unit/s, and participating in the development of strategic direction for
the organization. They contribute to the development of, and enforce operational standards for, the unit. They are responsible for the professional
growth and development of the unit’s staff. They may employ a number of strategies for supervising employees and may supervise staff directly
and/or occasionally through another manager; day-to-day tasks may be delegated to a self-directed staff.
Note: Competency statements are progressive and not all competencies apply to every position/employee. Evaluate only those that apply.
Contributing
ROLE DESCRIPTIONS BY COMPETENCY LEVEL
Journey
IT Manager Competency Assessment Worksheet Rev 11-24-2014
Advanced
1
Competency
Contributing
Ability to extract and apply
Technical Knowledge & core concepts to problem
Leadershipsolving.
Ability to manage technical
projects, which may be of
limited scale.
Journey
Advanced
Ability to analyze moderately
complex situations and
recommend solutions and
options.
Ability to direct research and
develop new technologies.
Ability to recommend
response to a moderately
complex situation based on
Ability to make
interpretation of local, state,
determinations based on facts. and federal regulations and
Ability to identify problems,
standards.
report potential problems, and
assess options.
Ability to recommend
modifications to program
Ability to interpret delivery of policy and procedures to
service and compliance with
minimize risk.
local, state, and federal
regulations and standards.
Position
Level
(C) (J) (A)
Employee
Level
(C) (J) (A)
Position
Level
(C) (J) (A)
Employee
Level
(C) (J) (A)
Knowledge of organizational
effectiveness to evaluates
feasibility for organizational
needs.
Ability to translate
organizational technical goals
into operational plans.
Ability to ensure implementation
of program policy and procedure
changes.
Ability to identify risk impact
on program policy and
procedure issues.
Weight:
Discussion/Justification including observations or measures:
Competency
Contributing
IT Manager Competency Assessment Worksheet Rev 11-24-2014
Journey
Advanced
2
Planning & Organizing-
Knowledge of state and
agency budget procedures for
operating within established
budget.
Ability to develop and plan
projects.
Knowledge of state and
agency budget procedures to
evaluate budget needs and
submit suggested priorities
based on program objectives
and costs; justifies needs to
higher officials; approve or
reject expenditures and may
make routine fund transfers.
Ability of plan and implement
the delivery and improvement
of services, staffing and
resources, some of which may
include larger staff, multiple
programs or moderately
complex or significant
medical matters.
Knowledge of technical
specialties to makes significant
changes in the organizational
structure, methods and
procedures to respond to new
goals and programs.
Ability to plan for utilization of
staff, space, equipment and other
resources.
Ability to develop or ensure the
development of, and gives final
approval to rules, standards,
guidelines and policies
governing quality and quantity
of work.
Ability to determine
applicability in controversial or
precedent setting situations.
Knowledge of state and agency
budget procedures to determine
budget needs.
Weight:
Discussion/Justification including observations or measures:
Competency
Contributing
Journey
Advanced
Extensive knowledge to
weigh alternatives and
consequences to make
informed decisions on current
operational issues.
Ability to plan and
accomplish goals based on
experience and judgment.
Ability to weigh alternatives and
consequences to make informed
decisions on long-term
operational issues.
Strategic Development &
Program Management-
Position
(C) (J) (A)
Employee
(C) (J) (A)
Ability to demonstrate vision.
Ability to plan and implement
the delivery and improvement
IT Manager Competency Assessment Worksheet Rev 11-24-2014
3
of services, staffing and
resources.
Ability to proactively plan,
implement, and forecast for
organizational and/or enterprise
success.
Ability to provide oversight to
work unit.
Weight:
Discussion/Justification including observations or measures:
Competency
Contributing
Journey
Advanced
Ability to resolve minor
problems, informal
complaints and grievances on
an informal basis. May
recommend final disciplinary
action.
Knowledge of formal and
informal grievance procedure
to resolves complaints. Issues
initial written warnings and
recommends more serious
disciplinary actions to
superiors.
Knowledge of formal and
informal grievance procedure to
resolves complaints.
Knowledge of interviewing
techniques to be able to assess
applicants for jobs. Often
done with the assistance of a
higher-level manager or
director.
Knowledge of interviewing
techniques to be able to assess
applicants for jobs.
Human Resource
Function-
Ability to monitor work of
subordinates and accepts or
rejects work based on
established work standards
Weight:
Position
Level
(C) (J) (A)
Employee
Level
(C) (J) (A)
Ability to technically review
accomplishments to assure that
program missions and goals are
being met.
Ability to technically review
work of subordinates to assure
high quality, quantity and
efficient operation, when
projects or work tasks are
completed.
Discussion/Justification including observations or measures:
Training & Education
Special Note:
This is a generalized representation of positions in this class and is not intended to identify essential work functions per ADA.
Examples of competencies are primarily those of the majority of positions in this class, but may not be applicable to all positions.
Ability to create and maintain collegial working relationships with customers and co-workers, contribute to a positive and inclusive
work environment, and serve as a productive team member is expected in all positions.
IT Manager Competency Assessment Worksheet Rev 11-24-2014
4
UNIVERSITY OF NORTH CAROLINA WILMINGTON
Career-Banding Competency Assessment Form
Employee:
Supervisor:
Div/Dept:
Position #
Career Band Title: IT Manager
Working Title:
(Forward to HR for New Hires, Grade-Band Transfer or other Competency Assessments; Attach Salary Decision Worksheet for New Hires or Salary Adjustments.)
Competencies
Weight
Discussion/Justification of Competency Level including observations or
measures; (Identify the Competency Level as Contributing, Journey or Advanced for
Position and/or Employee by marking the block in the next columns)
Position
(C)
Employee
(J) (A)
(C) (J) (A)
Double-Click box
to Choose Level
Double-Click box
to Choose Level
Technical Knowledge
and Leadership
Planning and
Organizing
Strategic Development
and Program
Management
Human Resources
Function
Position Overall Competency (Business Need):
Employee Overall Competency Assessment:
Competency Review Discussion Signatures
Supv:
Employee:
Date:
Note: The employee’s signature does not indicate agreement with the assessment. It indicates that the instrument was discussed on the date noted.
Next Level Supervisor
Intitials:
Form Revised 11-24-2014