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
© www.asia-masters.com

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. Clarity about knowledge, skill, and ability expectations
2. Improved supervisor and employee communication
3. More consistent performance appraisal feedback
4. Improved recognition for skill growth as well as
achievement
5. Clearer paths for career development
6. Supervisor’s increased ability to demystify HR
processes for employees

Developing Core Competencies
1. Get a list of competencies
2. Make sure it’s complete
3. Write master-level descriptions
4. Eliminate overlaps
5. Sort the list
6. Compare individual decisions
7. Come to consensus
8. Publish and use the competency list

Our University Process
1. 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 & Cabinet
4. Worked with Advisory Teams
5. Developed new performance evaluation form
6. Conducted training for supervisors
7. 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 Behavior-
Based Questions, Victoria A. Hoevemeyer, 2006

Developing a University-Wide Integrated Employee Core Competency Framework

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Developing a University-Wide Integrated Employee Core Competency Framework