Talent Management: Using a Competency Model

to Attract, Develop, and Retain the SEM Workforce

AACRAO SEM ConferenceNovember 12, 2013

Welcome Presenters

Tina Cajigas – Director of Divisional Workforce Strategy

Jane McGrath – Asst. VP of Division Planning &

Management

Session IntroductionDavid Kalsbeek – Senior Vice President of

Enrollment Management & Marketing

Strategic View of Workforce Strategy and Talent Management

Find it at http://bit.ly/dejobbing

Impetus for a Talent Management Approach

Job vs. Talent

Organizational Effectiveness

Focus on How

Success

Employee Lifecycle

Attraction

Selection

DevelopmentReward

Retention

EM&M at DePaul

Student Records, Systems and Services

TeleServices Center

Transfer Articulation Center (TrAC)

Admission Operat ionsStudent Records Operations

Registration and Records

DePaul Central

Updated February 2013. Note: This chart does not denote reporting lines in some cases.

Systems and Operations

Admission and Financial Aid

Division Planning and Management

Records and Technology

Community College Partnerships

Compliance

Career and Money Management

Career Center

University Internship and

Co-op Programs

Student Employment

Alumni Sharing Knowledge (ASK) Volunteer Program

Financial Fitness

Center for Access and Attainment

Community Outreach

Student Support Services

(TRiO Program)

McNair Scholars Program

(TRiO Program)

University Marketing

University Marketing Strategy

University Marketing

Communications

Senior Vice President for

Enrollment Management and Marketing

Advertising and Digital Marketing

Marketing Communications

Web Communications

Admission Financial AidEnrollment

Systems & OperationsStudent Records

Recruitment Operations

Undergraduate Admission

Transfer Admission

Freshman Admission

Operations

Graduate Admission

Adult Enrollment Center

Catholic School Init iatives

Creat ive Services

Market Research

Information Infrastructure

Reporting

Institut ional Studies

Institutional Research & Market Analytics

Student Service

Policy

Mitchem Fellowship Program

De-jobbing Concept2752

00

39

Employees

Job Descriptions

Competencies

Competency Model 101

What is a Competency?

A combination of knowledge, skills, abilities and behaviors that describes how

to accomplish what an individual is expected to contribute.

EM&M Talent Management

• Competency Library – 4 Categories of Competencies

• Role Profile – The HR Job Description + Competencies

• Competency Model – Role Profiles and their application

• Talent Management – The ongoing utilization of the above tools in a systematic, process-oriented way across the division

EM&M’s Competency Library

Foundational Competencies

Effective Communication

• Maintains professional demeanor • Demonstrates active listening• Able to tell a story• Keeps audiences engaged

Relationship & Network Building

• Uses one’s resources and network to accomplish goals

• Uses collaborative behaviors• Understands and navigates political

landscape of the university

Functional Competencies

Advising & Counseling

• Establishes self as a trusted advisor • Seeks to understand others’

personal background and situation• Offers clear and appropriate insight

Audience Awareness• Distinguishes among

audience segments • Identifies key messages that

will resonate with each audience segment

Strategic Competencies

• Stays ahead of research, literature and trends

• Frames and takes positions on issues

• Active in professional communities

Thought Leadership Creativity & Innovative Thinking

• Synthesizes ideas from multiple and diverse sources

• Identifies new patterns and insights from information

• Takes measured risks to drive results

Sustaining Competencies

• Assesses own feelings• Knows how to monitor ego• Is authentic and accountable to

oneself and others• Asks for feedback for self

improvement

Self-Awareness Change Acumen

• Adapts own behavior to maintain effectiveness during times of change

• Leads others through change with enthusiasm and energy

Role Profiles

Admission Counselor Role Profile

4

0

5

7

Total of 16 Expected Competencies

Dean of Undergraduate Admission Role Profile

7

4

8

7

Total of 26 Expected Competencies

Office of Undergraduate Admission Competency-based Career Ladder

Comparison of Role ProfilesAdmission Counselor Competency Web Content Editor

FoundationalBasic Collaboration & Teamwork MasteryBasic Effective Communication IntermediateBasic Mission Focus & Institutional Knowledge IntermediateBasic Project Management & Organization Intermediate

FunctionalBasic Advising & Counseling

Aesthetic Sensibility & Graphic Design IntermediateBasic Audience Awareness Intermediate

Brand Stewardship & Application BasicBasic Consultation & Influence BasicBasic Customer ServiceBasic Data Management

Leveraging Technology IntermediateWebsite Management Mastery

SustainingChange Acumen Basic

Conflict Management BasicBasic Continuous Improvement BasicBasic Systems Thinking Intermediate

StrategicCreativity & Innovative Thinking Intermediate

Thought Leadership BasicVisionary & Strategic Orientation

Creating Role Profiles Activity

Selecting Competencies

• Admission Counselor1 to 2 years experienceGuidance counselors, students, parentsReviews some applicationsKnowledge of the university

Selecting Competencies

• Director of Web Communications8 to 10 years experiencewww.depaul.edu and coreTeam of 12Content and design

Implementation

Benefits of Implementing aTalent Management Strategy

• Management

• Staff

• Division Operations

Employee LifecycleApplication & Successes

Attraction

Selection

DevelopmentReward

Retention

Establishing a Competency Model

• Desired outcome • Resultant approach• Necessary resources• Organizational change implications

2009-2011 Milestones

Engaged AXIOM Consulting Partners

Winter 2009

Piloted Program with University Marketing

Summer/Fall 2009

Finalization of Library and Model with EM&M Leadership;Creation of Online Tool

Winter/Spring/Summer 2010 Manager Education &Standardized Role Profile Creation

Fall 2010

Staff EducationFall 2010

Division Role Profile Calibration & Standardized Role Profile Roll-out

Winter/Spring 2011

2012-2013 Process Timeline

Undergrad Admission Career Ladder

Spring/Summer 2011

Division Leadership: Talent Management Strategy

Fall 2011

Competency Assessment Pilot

Winter/Spring 2012 Manager Education &Personalized Role Profile Creation

Fall 2012

Staff EducationFall 2012

Full Division Personalized Role Profile Roll-out & Yearly

Performance AssessmentWinter/Spring 2013

EM&M Handouts

• Competency Model Library “Triangle”

• Sample Admission Counselor Role Profile

• Office of Undergraduate Admission Competency-based Career Ladder

Thank you!

Questions?