Developing a University-Wide
Integrated Employee Core
Competency Framework
A Presentation to the Cabinet
(or)
A Presentation to Stakeholders
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 talent
2. Assessment and selection
3. Performance communication and support
4. Leadership development
5. Succession planning
6. Career development
Benefits of a Competency Framework
Employees will benefit from:
1.
2.
3.
4.
5.
6.
Clarity about knowledge, skill, and ability expectations
Improved supervisor and employee communication
More consistent performance appraisal feedback
Improved recognition for skill growth as well as
achievement
Clearer paths for career development
Supervisor’s increased ability to demystify HR
processes for employees
Developing Core Competencies
1.
2.
3.
4.
5.
6.
7.
8.
Get a list of competencies
Make sure it’s complete
Write master-level descriptions
Eliminate overlaps
Sort the list
Compare individual decisions
Come to consensus
Publish and use the competency list
Our University Process
1.
2.
3.
4.
5.
6.
7.
Supervisor Leadership Series: supervisors facilitated
development of their team’s values, employee core
competencies, descriptions, and behavioral indicators
Evaluated classified recruitments over a 6 month
period
Facilitated process with President & Cabinet
Worked with Advisory Teams
Developed new performance evaluation form
Conducted training for supervisors
Present information sessions for faculty and staff
Our Core Competencies
1. Communication & Personal
Effectiveness
2. Customer Orientation
3. Collaborating & Partnership
4. Achievement Orientation
5. Self-awareness & Professional
Development
6. 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 PD
2. Qualifications detailed in advertising
3. Evaluating candidates
4. Interviewing candidates (behavioral questions)
5. Reference checking (behavioral questions)
6. Make job offer
7. Training and development
8. Performance evaluations
Next Steps
1. 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 BehaviorBased Questions, Victoria A. Hoevemeyer, 2006