Competency Assessment Tools - Human Resources

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Competencies Assessment Tool

Instructions:

On the following pages are listings of the Commonwealth Competencies and Competency Indicators.  At the column to the right of each competency indicator please circle the number (1, 2, 3, 4, or 5) which most closely corresponds to how often you demonstrate (for a self-assessment) or the person you are assessing (for a multi-rater assessment) demonstrates the stated competency indicator. 

Circle a N/A for Not Applicable if there was no opportunity to demonstrate the competency indicator (for a self-assessment) or if you never had an opportunity to observe the competency indicator (for a multi-rater assessment) or you simply do not know.

   1                     2                    3                     4                     5                                                                                           

Never/            Rarely      Occasionally      Frequently              Always/

Almost Never                                                               Almost Always      

N/A - Not Applicable: no opportunity to demonstrate this competency indicator or I don’t know

1 - Never or almost never demonstrates this competency indicator

2 - Rarely demonstrates this competency indicator   

3 - Occasionally demonstrates this competency indicator

4 - Frequently demonstrates this competency indicator 

5 - Always or nearly always demonstrates this competency indicator   

Competency: Technical and Functional Expertise
Subject matter experts (SMEs) typically help to identify the technical and functional expertise required for successful performance in each occupation.  There are a series of Commonwealth Career Guides posted on the DHRM web site at http://jobs.state.va.us/cc_planningctr.htm that contain information about the technical and functional expertise required in various occupations that Virginia government employs. You and your supervisor can use information in the applicable career guide to identify the specific technical and functional expertise required for success in your role and those should be a part of your Employee Work Profile (EWP).  Team Member Indicators:
	1 2 3 4 5 N/A
	1 2 3 4 5 N/A
	1 2 3 4 5 N/A
	1 2 3 4 5 N/A
	1 2 3 4 5 N/A
Team Leader Indicators:
	1 2 3 4 5 N/A
	1 2 3 4 5 N/A
	1 2 3 4 5 N/A
Competency: Understanding of the Business
Team Member Indicators:	1 2 3 4 5 N/A
Understands the organization’s services and priorities	1 2 3 4 5 N/A
Appreciates the political dynamics that exist inside and outside the organization	1 2 3 4 5 N/A
Seeks ways to combine efforts to address common issues	1 2 3 4 5 N/A
Understands how the job impacts business results	1 2 3 4 5 N/A
Responds to external forces affecting work environment	1 2 3 4 5 N/A
Responds to internal forces affecting work environment	1 2 3 4 5 N/A
Team Leader Indicators:
Ensures that everyone understands each other’s roles and responsibilities and how they relate to business results	1 2 3 4 5 N/A
Aligns work unit goals with those of the organization	1 2 3 4 5 N/A

Competency: Results Focus
Team Member Indicators:
Pursues work with energy, drive and a need for completion	1 2 3 4 5 N/A
Applies innovative ideas	1 2 3 4 5 N/A
Adapts to varying work situations and is flexible in your approach to resolving challenges	1 2 3 4 5 N/A
Takes initiative with a clear business purpose in mind	1 2 3 4 5 N/A
Continually seeks to improve business processes.	1 2 3 4 5 N/A
Team Leader Indicators:
Fosters innovative solutions	1 2 3 4 5 N/A
Gives guidance to process improvement efforts	1 2 3 4 5 N/A
Creates a work culture that rewards teamwork and cooperation	1 2 3 4 5 N/A
Creates a work culture that rewards positive results	1 2 3 4 5 N/A
Competency: Customer Service
Team Member Indicators:
Anticipates customers’ needs	1 2 3 4 5 N/A
Provides services in a respectful manner	1 2 3 4 5 N/A
Delivers services accurately	1 2 3 4 5 N/A
Delivers services on time	1 2 3 4 5 N/A
Establishes and maintains effective contacts with customers	1 2 3 4 5 N/A
Suggests ways to improve processes to fulfill customer needs	1 2 3 4 5 N/A
Team Leader Indicators:
Insures consistency and flexibility as needed	1 2 3 4 5 N/A
Empowers employees to improve service delivery strategies	1 2 3 4 5 N/A
Obtains data to measure customer satisfaction	1 2 3 4 5 N/A

Competency: Teamwork
Team Member Indicators:
Values the input and know-how of other team members		1 2 3 4 5 N/A
Asks for help, when needed		1 2 3 4 5 N/A
Offers help to other team members, when needed		1 2 3 4 5 N/A
Builds trust and respect among fellow team members		1 2 3 4 5 N/A
Takes actions that demonstrate consideration for the feelings and needs of others		1 2 3 4 5 N/A
Works with other team members toward a common goal		1 2 3 4 5 N/A
Team Leader Indicators:
Communicates a clear vision of team goals and objectives		1 2 3 4 5 N/A
Creates an environment in which team members share both risks and rewards		1 2 3 4 5 N/A
Focuses the team’s efforts on both the process and desired outcomes		1 2 3 4 5 N/A
Competency: Interpersonal Communication
Team Member Indicators:
Treats others with respect		1 2 3 4 5 N/A
Communicates openly and honestly		1 2 3 4 5 N/A
Communicates with tact		1 2 3 4 5 N/A
Resolves conflicts in a positive way		1 2 3 4 5 N/A
Expresses self verbally in a clear and organized way		1 2 3 4 5 N/A
Expresses facts and thoughts in writing in a clear and organized way		1 2 3 4 5 N/A
Team Leader Indicators:
Promotes cooperation, trust, and open exchange of ideas		1 2 3 4 5 N/A
Establishes processes for communication		1 2 3 4 5 N/A
Networks with others to achieve positive results		1 2 3 4 5 N/A
Competency: Leadership
Team Member Indicators:
Influences others in a positive way	1 2 3 4 5 N/A
Shares knowledge freely with others	1 2 3 4 5 N/A
Assesses impact of decisions on others	1 2 3 4 5 N/A
Sets goals and develops plans to reach goals	1 2 3 4 5 N/A
Acts with integrity	1 2 3 4 5 N/A
Tells the truth	1 2 3 4 5 N/A
Acts ethically	1 2 3 4 5 N/A
Builds trust by keeping word, commitments, and promises	1 2 3 4 5 N/A
Admits mistakes	1 2 3 4 5 N/A
Team Leader Indicators:
Uses position power to support team and individual efforts	1 2 3 4 5 N/A
Gains support of others to accomplish work	1 2 3 4 5 N/A
Uses knowledge of organization and relationships to achieve results	1 2 3 4 5 N/A
Thinks “big picture”	1 2 3 4 5 N/A
Communicates vision for organizational success that sparks excitement in others	1 2 3 4 5 N/A
Sets direction for the future as well as the present	1 2 3 4 5 N/A
Uses knowledge of emerging trends and external forces to set direction	1 2 3 4 5 N/A
Rewards behavior that supports organizational values	1 2 3 4 5 N/A
Confronts inappropriate behavior	1 2 3 4 5 N/A
Communicates high standards and expects ethical behavior	1 2 3 4 5 N/A
Leads by personal example	1 2 3 4 5 N/A
Keeps confidences and honors commitments	1 2 3 4 5 N/A
Rewards employees who demonstrate integrity in the face of adversity	1 2 3 4 5 N/A

Competency: Personal Effectiveness
Team Member Indicators:
Develops self and others	1 2 3 4 5 N/A
Continuously learns and develops	1 2 3 4 5 N/A
Identifies own strengths and weaknesses	1 2 3 4 5 N/A
Helps co-workers learn and develop, and assist when they are having difficulty	1 2 3 4 5 N/A
Defines and solve problems	1 2 3 4 5 N/A
Takes responsibility for actions	1 2 3 4 5 N/A
Considers costs, benefits and risks when making and implementing decisions	1 2 3 4 5 N/A
Uses time and resources wisely	1 2 3 4 5 N/A
Organizes and prioritizes work	1 2 3 4 5 N/A
Prepares for potential problems before they occur	1 2 3 4 5 N/A
Team Leader Indicators:
Encourages a work culture of continuous learning, information sharing, and professional development	1 2 3 4 5 N/A
Provides direction and support to team members and assigns challenging work	1 2 3 4 5 N/A
Learns from what went well and what did not go well on projects	1 2 3 4 5 N/A
Guides team towards making effective decisions	1 2 3 4 5 N/A
Collaborates with team members and teams before making important decisions	1 2 3 4 5 N/A
Plans ahead to organize and deploy resources effectively	1 2 3 4 5 N/A
Delegates work and authority	1 2 3 4 5 N/A
Reviews progress toward accomplishing team goals	1 2 3 4 5 N/A
Sets clear objectives and then monitors progress	1 2 3 4 5 N/A

There is no specific need to “score” each competency, although if you want to do so, simply add the score for each competency indicator, within the competency cluster, and then divide by the number of competency indicators for that competency.  For example, for the Results Focus competency for Team Member Indicators, if you added the five-circled numbers and they totaled 16, you would then divide 16 by 5 (number of indicators) for an average of 3.2, which could mean the person who assessed those indicators believed you slightly more than occasionally demonstrated those competency indicators.

A simple way to assess the results is to review the scores and look at the clusters that tend to have higher scores and lower scores and then respond to the three questions listed below.  For professional development purposes and career success, we recommend focusing on continuing to demonstrate appropriate behaviors that are strengths and to select only one or two competency areas at a time for further development.  Those areas should be added to your Employee Development Plan in your Employee Work Profile (EWP).  Ask for support from a trusted colleague and/or your supervisor for feedback on your areas for further development and personally work to make the appropriate behavior or action a habit through a concerted effort to take the appropriate action whenever the opportunity presents.  Good luck and best wishes for your future career success!  

What one or two competencies or competency areas do you believe are strengths?

What one or two competencies or competency areas do you believe require further development?

How would you go about further developing those one or two competencies or competency areas?

Other Comments:

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