Competencies: Performance Statement Examples
COMPETENCIES
Competencies are the measurable or observable knowledge, skills, abilities, and behaviors (KSABs) critical to successful job performance. Choosing the right competencies allows employers to: * Plan how they will organize and develop their workforce. * Determine which job classes best fit their business needs. * Recruit and select the best employees. * Manage and train employees effectively. * Develop staff to fill future vacancies
Competency Types * Knowledge Competencies - practical or theoretical understanding of subjects. * Skill and Ability Competencies - natural or learned capacities to perform acts. * Behavioral Competencies - patterns of action or conduct
Competency Types
Broadly competencies can be classified into: * Knowledge Competencies - practical or theoretical understanding of subjects. * Skill and Ability Competencies - natural or learned capacities to perform acts. * Behavioral Competencies - patterns of action or conduct
Using Competencies
In Job Descriptions
Job descriptions explain the duties, working conditions, and other aspects of a job, including the competencies needed to perform the job's essential functions. Position-specific competencies are determined through the process of job analysis, and are documented in the Position Description (PD) form. These competencies form a basis for recruiting, hiring, training, developing, and managing the performance of employees.
In Recruitment, Assessment, and Selection
Describing desired competencies in recruitment announcements gives job seekers a clearer picture of what jobs entail. Competencies also provide the foundation for assessment and selection techniques, including exams, interviews, and reference checks.
In Employee Performance Management
Competencies allow supervisors to more fully describe to employees their performance expectations. Competency descriptions show employees what level
Competencies are the measurable or observable knowledge, skills, abilities, and behaviors (KSABs) critical to successful job performance. Choosing the right competencies allows employers to: * Plan how they will organize and develop their workforce. * Determine which job classes best fit their business needs. * Recruit and select the best employees. * Manage and train employees effectively. * Develop staff to fill future vacancies
Competency Types * Knowledge Competencies - practical or theoretical understanding of subjects. * Skill and Ability Competencies - natural or learned capacities to perform acts. * Behavioral Competencies - patterns of action or conduct
Competency Types
Broadly competencies can be classified into: * Knowledge Competencies - practical or theoretical understanding of subjects. * Skill and Ability Competencies - natural or learned capacities to perform acts. * Behavioral Competencies - patterns of action or conduct
Using Competencies
In Job Descriptions
Job descriptions explain the duties, working conditions, and other aspects of a job, including the competencies needed to perform the job's essential functions. Position-specific competencies are determined through the process of job analysis, and are documented in the Position Description (PD) form. These competencies form a basis for recruiting, hiring, training, developing, and managing the performance of employees.
In Recruitment, Assessment, and Selection
Describing desired competencies in recruitment announcements gives job seekers a clearer picture of what jobs entail. Competencies also provide the foundation for assessment and selection techniques, including exams, interviews, and reference checks.
In Employee Performance Management
Competencies allow supervisors to more fully describe to employees their performance expectations. Competency descriptions show employees what level