My HR
COMPETENCIES 101
Welcome!
COMPETENCIES 101
Trainer: Kelly Arychuk
[email protected]
Employee
Development &
Workforce Planning
Training
Competencies
101
Competency-Based
Performance
Development
ePerformance
101
HRIS System
Training
Learning Outcomes
At the completion of this training, you will be able to:
1. Understand what a competency is & its components.
2. Understand how competencies relate to position success and
organizational results.
3. Understand GNWT’s 6 Core Competencies and how they apply
to your position.
4. Understand how competencies are rated in your Performance
Document.
5. Understand the applicability of the 39 General Competencies.
6. Understand how to develop competencies for job success and
career advancement.
7. Understand how competencies tie to succession planning.
ePerformance & Competencies
How does this apply
to current cycle?
15/16
16/17
EEs
Managers
Paper form
ePerformance
EEs*
Managers
ePerformance
ePerformance
Except Casuals & Teachers under the NWTTA
What are Competencies?
GNWT definition
• the combined set of knowledge, skills and
abilities (KSAs) required by individuals to be
effective in providing service to the public
defined by behaviours.
What are Competencies?
Business definitions
• A behaviour which enables people to deliver
superior performance in a given job, role, or
situation
• A description of the patterns of behaviours that
are required for success
• A tool to help employees and organizations focus
on the behaviours that consistently enable people
to achieve high standards of performance.
GNWT Competency Example
Business Acumen
KSA: …should have a high degree of
business acumen. (general knowledge)
Vs.
GNWT Competency Model: Analyzes and
comprehends work-unit goals and
strategies. (defined behaviour that
demonstrates the KSA)
Competencies and Results
COMPETENCIES
BEHAVIOURS
(actions)
Performance
ORGANIZATION
RESULTS
Competency-based
Performance Development
Succession Planning
Training
Performance Development
Qualified Employee
Behaviour Based Interview
Effective Recruitment
Job Description
Engagement
Performance
Benefits of Competency based Performance
Development
For GNWT
For Employees
Contributes to employee retention
Knowing clearly what the job requires
Develops employees for Succession
Plans
Provides a path for career advancement
Identifies relevant training for job levels; Assists employees in understanding the
supports training needs analysis
need for additional training to increase
competencies
Provides measures of performance
required to meet corporate goals
Brings fairness and consistency into the
performance development process
Ensures effective employee selection
Increases Employee Engagement
20/20 Strategic Plan
Employer of Choice
How were GNWT’s competencies
determined?
• Through analysis, feedback, and
consultation with all stakeholders, a library
was defined that reflects GNWT’s vision,
culture, and goals.
• Established 6 core competencies.
• Defined additional 39 competencies that can
be applied for position success. (based on
need, use is optional)
Core Competencies
Set of values, attitudes, behaviours that GNWT
stands for and all GNWT employees must own
and demonstrate everyday
Reflect the behaviours needed to meet the
long-term vision of GNWT.
GNWT Core Competencies
Leadership Excellence
Authentic Leadership
Systems Thinking
Engaging Others
Management Excellence
Action Management
People Management
Sustainable Management
ePerformance Competency Ratings
Rating
Definition
Does not meet
Employee hasn’t demonstrated
behaviours defined in competency.
Developing
Employee partially demonstrates
behaviours defined in competency.
Meets
Employee demonstrates all behaviours
defined in competency.
Exceeds
Employee demonstrates all behaviours
defined in competency and frequently
exceeds expectations.
Understanding Competencies
Title
Overall name given to the competency
Definition (The WHAT)
Explains what the competency means and indicates the
types of behaviours that will be described in the scale
Why it’s important to GNWT
Description of how and why a competency is important
Behaviours (The How)
Describes how this competency is demonstrated
Core Competency #1
Authentic Leadership
Definition: is a driver of personal and
interpersonal conduct.
Why is it important? The GNWT Public
Service serves citizens of NWT who have a
right to an ethical public service.
Core Competency #1
Behaves consistently with GNWT values
and organizational practices.
Code of Conduct
Courteous & Respectful Service
Respectful Workplace Behavior
Authentic Leadership
Authentic Leadership
Position Level
Job Competencies
Employee
Takes Responsibility for
Own Behavior
Supervisor/
Manager
Contributes to a positive Creates a positive team
work environment
environment
Director
Creates a positive team
environment
Builds effective and
productive teams
ADM
Promotes a positive and
productive environment
within department
Builds a positive and
productive workplace
environment across GNWT
DM / DH
Contributes to a positive
work environment
Builds a positive and productive workplace
environment across GNWT
Core Competency #2
Systems Thinking
Definition: is a driver of how thinking about
problems and strategies should be approached
within GNWT.
Why is it important? A Systems Thinking approach
is required in the GNWT because our work impacts
a wide range of stakeholders in different ways and
in different communities, and vice versa.
Core Competency #2
Understands how their work contributes to
the achievement of department goals.
Consults with others
Open to new ideas
Asks questions to understand
broader goals
Systems Thinking
Systems Thinking
Position Level
Job Competencies
Employee
Links operational
activities to larger goals
Sees patterns when problem
solving and decision making
Supervisor/
Manager
Sees patterns when
problem solving and
decision making
Analyzes potential solutions
using diverse information
Director
Analyzes potential
solutions using diverse
information.
Applies a long-term and broad
perspective
ADM
Incorporates trends and
inter-connections
Understands impacts on vision
and connections
DM / DH
Understands impacts on vision and connections
Core Competency #3
Engaging Others
Definition: is a driver of how we work as part of
the GNWT.
Why is it important? Developing appropriate
networks is essential, as expectations are
changing and one of the best ways to solve
complex problems is through collaboration and
consultation.
Core Competency #3
Works cooperatively and collaboratively with others.
Pleasant & Courteous
Shares information
Open to working together
Engaging Others
Engaging Others
Position Level
Job Competencies
Employee
Supervisor/
Manager
Builds Rapport
Connects with others
Connects with others Makes key contacts and
shares information
Director
Makes key contacts Develops effective
and shares
relationships
information
Maintains and uses a Builds networks and
wide circle of
partnerships
contacts
Builds networks and partnerships
ADM
DM / DH
Core Competency #4
Action Management
Definition: Action Management is about
setting a plan in motion and getting it done.
Why is it important? A strong focus on
results will help us achieve organizational
goals within the context of striving for
excellence within Public Service.
Core Competency #4
Prioritizes own tasks and understands what needs to be done.
Takes ownership and pride in
own work
Makes appropriate decisions
Action Management
Action Management
Position Level
Job Competencies
Employee
Gets the work done and
accepts change
Monitors work towards goals
and prepares for change
Supervisor/
Manager
Monitors work towards
goals and prepares for
change
Improves performance and
adapts readily
Director
Improves performance
and adapts readily
Sets challenging objectives
and helps others adapt
ADM
Improves performance
more broadly and gains
commitment for
change
Long-term view to goals and
implements change
DM / DH
Long-term view to goals and implements change
Core Competency #5
People Management
Definition: is about creating the conditions
and environment that allow people to work
collaboratively and productively to achieve
results.
Why is it important? In order for the GNWT
to succeed in its mandate, we must
collaborate effectively not only with outside
stakeholders, but internally within GNWT, our
departments, and our teams.
Core Competency #5
Actively shares information, and listens and accepts others’
points of view in an open and honest way.
Shares knowledge
Seeks feedback
Seeks information
People Management
People Management
Position Level
Job Competencies
Employee
Manages self and works Acts as a key team player and
well with others
supports learning in others
Supervisor/
Manager
Acts as a key team
player and supports
learning in others
Improves self and gives
direction to others
Director
Improves self and gives
direction to others
Stays current and gives
constructive feedback
ADM
Motivates the team and
acts as a coach/mentor
Plans for future human
resource needs and learning
DM / DH
Plans for future human resource needs and learning
Core Competency #6
Sustainable Management
Definition: is about delivering results by
maximizing organizational effectiveness and
sustainability of our human, financial, and
environmental resources.
Why is it important? It’s increasingly
important that we manage our resources
responsibly and sustainably.
Core Competency #6
Respects how workplace resources are to be used.
Manages time effectively
Cost effective practices
Identifies possible improvements
in resource management
Sustainable Management
Sustainable Management
Position Level
Job Competencies
Employee
Uses resources
responsibly
Identifies and advocates for
resource effectiveness
Supervisor /
Manager
Identifies and advocates
for resource effectiveness
Makes links between
sustainability and success of the
GNWT
Director
Makes links between
Improves sustainability practices
sustainability and success
of the GNWT
ADM
Develops, implements,
and monitors systems
DM / DH
Plans for the future sustainability
of the GNWT
Plans for the future sustainability of the GNWT
GNWT
Core
Competency
Wheel
Core Competencies
40
ePerformance
There are 5 templates in ePerformance:
1 for all position levels
Employee -> Deputy Head
Employee Job Competencies
Core
Competency
Job Competencies
Authentic
Leadership
Takes Responsibility for
Own Behavior
Contributes to a positive work
environment
Systems
Thinking
Links operational activities
to larger goals
Sees patterns when problem
solving and decision making
Engaging Others
Builds Rapport
Connects with others
Action
Management
Gets the work done and
accepts change
Monitors work towards goals
and prepares for change
People
Management
Manages self and works
well with others
Acts as a key team player and
supports learning in others
Sustainable
Management
Uses resources responsibly
Identifies and advocates for
resource effectiveness
Supervisor/Manager
Job Competencies
Core
Competency
Job Competencies
Authentic
Leadership
Contributes to a positive work
environment
Creates a positive team environment
Systems Thinking
Sees patterns when problem
solving and decision making
Analyzes potential solutions using
diverse information
Engaging Others
Connects with others
Makes key contacts and shares
information
Action
Management
Monitors work towards goals
and prepares for change
Improves performance and adapts
readily
People
Management
Acts as a key team player and
supports learning in others
Improves self and gives direction to
others
Sustainable
Management
Identifies and advocates for
resource effectiveness
Makes links between sustainability
and success of the GNWT
Director Job Competencies
Core
Competency
Authentic
Leadership
Job Competencies
Creates a positive team
environment
Builds effective and productive teams
Systems Thinking Analyzes potential solutions
using diverse information
Applies a long-term and broad
perspective
Engaging Others
Makes key contacts and
shares information
Develops effective relationships
Action
Management
Improves performance and
adapts readily
Sets challenging objectives and helps
others adapt
People
Management
Improves self and gives
direction to others
Stays current and gives constructive
feedback
Sustainable
Management
Makes links between
sustainability and success of
the GNWT
Improves sustainability practices
ADM Job Competencies
Core
Competency
Job Competencies
Authentic
Leadership
Promotes a positive and
productive environment
within department
Builds a positive and productive
workplace environment across
GNWT
Systems Thinking
Incorporates trends and
inter-connections
Understands impacts on vision
and connections
Engaging Others
Maintains and uses a wide
circle of contacts
Builds networks and partnerships
Action
Management
Improves performance more
broadly and gains
commitment for change
Long-term view to goals and
implements change
People
Management
Motivates the team and acts
as a coach/mentor
Plans for future human resource
needs and learning
Sustainable
Management
Develops, implements, and
monitors systems
Plans for the future sustainability
of the GNWT
DM Job Competencies
Core
Competency
Authentic
Leadership
Systems
Thinking
Engaging Others
Job Competencies
Builds a positive and productive workplace environment across
GNWT
Understands impacts on vision and connections
Builds networks and partnerships
Action
Management
Long-term view to goals and implements change
People
Management
Plans for future human resource needs and learning
Sustainable
Management
Plans for the future sustainability of the GNWT
Additional 39 Competencies
• What are they? Broad range of
competencies to cover all positions
• How can they be applied?
at the discretion of Supervisor/
Manager
How to develop competencies?
• Work experience
• Training on the Learning & Development
Calendar
• Coaching and/or Mentoring
• On-the-job-training
• Acting responsibilities
• Life Experience
• Formal Education
Employee Development &
Workforce Planning
1. Leadership Development Program
2. Management Series
3. Aboriginal Management Development
Program
4. Graduate Internship Program
5. Education Leave
6. Tuition Reimbursement
7. Employee Recognition & Awards
Succession Planning
• Competencies assist in identifying and
grooming emerging top performers,
managers, and leaders for career
advancement in the GNWT.
ePerformance & Competencies
April 2016- mandatory for 16/17
My HR- website for GNWT EEs
UPK (HRIS User Manuals) training guides
Training- eLearning & Regions
Thank you!
Please contact
[email protected]
For more information or assistance with your
Performance Document.