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
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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?