What are Competencies?
- Competencies are identified behaviors, knowledge, and skills that directly and positively impact the success of employees and the organization. It can be objectively measured, enhanced and improved through coaching and learning opportunities. There are two types of competencies, Behavioral and Technical. Depending on the purpose of the Competency Model, one or a combination of these competency types may be used.
- Behavioral Competencies are a set of behaviors, described in observable and measurable terms that make employees particularly effective in their work when applied in appropriate situations. Behavioral Competency Models may be designed to describe common or “core” behaviors that are applicable to employees throughout an agency, or may be more narrowly defined to reflect behaviors unique to an Occupational Family or Career Group.
- Technical Competencies are underlying knowledge and skills, described in observable and measurable terms that are necessary in order for employees to perform a particular type or level of work activity. Technical Competency typically reflect a career-long experience in an agency.
What is a Competency Model?
A Competency Model is a listing of Competencies that apply to a particular type of work. Competency Models can include only Behavioral , only Technical, or both. An example of a Competency Model for Human Resource Professional follows:
Human Resource Professional
Behavioral Competency
- Agency (implies company) Mission Focus
- Customer Focus
- Teamwork
- Consultation
- Achievement Orientation
Technical Competency
- Compensation Expertise
- Recruitment/Selection Expertise
- Employee Relations Expertise
- Employee Benefits Expertise
- Training and Development Expertise
How are Competency Models linked to pay?
The Compensation Management System, employee compensation is based on an evaluation of the following pay factors:
- Agency business need;
- Duties and responsibilities;
- Performance;
- Work experience and education;
- Knowledge, skills, abilities and competencies;
- Training, certification and license;
- Internal salary alignment;
- Market availability;
- Salary reference data;
- Total compensation;
- Budget implications;
- Long term impact; and
- Current salary
