COMPETENCIES ARE KING…

IMPROVING ORGANIZATIONAL AND STAFF PERFORMANCE

FAR Luncheon Presented by Dawn Godaire, PHR and Chris Busky, CAE

Heart Rhythm Society

Learning Objectives

• Develop a basic understanding of competencies and key terminology.

• Learn how HRS designed and implemented its competency model and enhanced its performance management, staff development, and recruiting initiatives.

Competency 101 - Creating a High Performing Organization

Creating a High Performing Organization• Job descriptions typically articulate the

skills and knowledge necessary for success. They describe “what” needs to be accomplished.

• Core behavioral competencies encompasses the interpersonal skills, traits, and values needed for organizational and individual success and describe the “how” work should be accomplished.

The Winning Formula

Job Knowledge/Skills + Behavioral Competencies =

A High Performing Organization

Skills & Knowledge

BehaviorsAttitudes

AchievementsValuesTraits

Defining Competencies 101Competencies are generally defined as a skill, knowledge, or behavior that is observable and allows an employee to successfully perform his or her job.

Director of AccountingSkills

- Develop budgets

- Prepare monthly reports

Behaviors- Strategic

Thinker- Innovative

Knowledge - BA in Finance

- CPA- Knowledge of

GAAP

Defining Competencies 101• Generic competencies (core attributes) – Behaviors that apply to each

employee regardless of role or level. Considered the price of “admission” into the organization. Examples include:• Professionalism• Integrity• Ethical

• Core competencies – Also apply to all employees. However, proficiency levels and expectations differ based on role/level. Examples include:• Communication • Innovation• Relationship building

Defining Competencies 101• Technical competencies – Specialized skills or knowledge needed to be

proficient in a particular job. Examples include: • Budgeting• Project Management• Analytical

• Leadership competencies- Skills and behaviors that apply to individuals in a leadership role. Examples include: • Developing people• Inspiring others• Strategic thinking

Defining Competencies 101

• A competency model is a framework listing organizational competencies. The competencies are usually clustered together in categories. Most models include a competency title, definition, proficiency levels, and behavioral indicators.

• Proficiency Levels- Proficiency levels and accurate behavioral indicators define successful performance at various levels within an organization. A basic model may include:• P1 = Awareness (Beginner)• P2 = Application (Intermediate)• P3 = Integration (Advanced)• P4 = Strategic (Subject Matter Expert)

The competency model should align with and support the

organization’s mission, values and strategic plan.

Sample CompetencyAccountability

Willingness to accept full responsibility in meeting performance expectations. Displays honesty and truthfulness; confronts problems quickly; displays strong commitment to the success of HRS.

P1- Awareness P2- Application P3 - Integration P4- Strategic• Maintains ethical

behavior, admits mistakes, and exhibits responsible behavior in the meeting of performance expectations.

• Follows through and meets commitments to others in a timely fashion.

• Actively seeks out solutions to achieve results.

• Holds self accountable for achieving results as an individual as well a team member.

• Identifies and assists in addressing areas of weakness that may impact the department’s performance.

• Chooses to take ownership of outcomes by seeking out solutions with appropriate stakeholders.

• Maintains a positive or constructive approach and actively develops solutions to achieve organizational results.

• Holds self and others accountable for appointed responsibilities.

• Holds ultimate responsibility for the overall performance in successfully meeting the organization’s strategic goals and mission.

• Takes ownership of outcomes by focusing on the actions necessary to move the strategic goals of the organization forward.

• Defines objectives and ensures successful outcomes in meeting the needs and requirements of stakeholders.

Sample Proficiency MapCompetency Assistant,

Customer Service

Coordinator, Accounting

Manager, Accounting

Director,HR

COO

Organizational Knowledge

P1 P2 P2 P3 P4

Accountability P1 P2 P3 P4 P4

Communication P1 P2 P2 P4 P4

Initiative P1 P2 P3 P4 P4

Innovative Thinking

P1 P2 P3 P3 P4

Organizing and Planning

P1 P2 P2 P3 P4

Relationship Building

P1 P2 P3 P4 P4

Continuous Learning

P1 P2 P3 P4 P4

IMPLEMENTING THE HRS COMPETENCY MODEL

How a Competency Model Benefited HRS

HRS Challenges

• Lacked a common language to describe successful organization and individual performance.

• Subjectivity in the performance management process.• Not enough focus on assessing critical behaviors for success in

the recruiting process.• Staff frustrated with unclear performance expectations.

Competency Benefits

• Clarified performance expectations.• Created a common language to describe high performance.• Linked all HR functions to the organizational strategy.• Increased ability to recruit, hire, and retain the right talent.• Provided strategic insight on organizational development needs.

Getting Started - The HRS Way

Identify and define competencies Establish proficiency levels and behavioral indicators

Create proficiency maps for eachposition

Assess current employee proficiency

Create individual development plans

Integrating the Competency Model into HR Initiatives

Mission & Strategy

PerformanceManagement

Training andDevelopment

Career Roadmaps

Succession Planning

Comp&

Rewards

Recruitment &

Selection

Enhancing the Recruitment Process

Traditional Recruiting Method

• Focus solely on technical skills and job knowledge.

• Incomplete job descriptions.

• Inconsistency and subjectivity in the recruitment and evaluation process.

Competency-Based Recruiting Method

• Focus on the skills, knowledge, and behaviors critical for organizational success.

• Job descriptions that accurately capture all aspects of the job.

• Formal and consistent recruitment and evaluation process. Creation of behavioral event interview questions.

Enhancing the Performance Management Process

• Performance is reviewed and measured in three areas:• Goal achievement• Technical job knowledge• Proficiency with core competencies

• Competency Assessment Process• Individual Development Plans• Commitment to Development