Human Resources Competency Framework Knowledge Event March 2, 2018

Government of Mongolia Strategic Plan Operational Plans

Competency based Human Resources Framework A competency based HR framework defines the knowledge, skills, and behaviors required for employees to be successful within an organization, and for the organization to achieve its objectives. Each individual position will have its own set of skills and competencies needed to perform the job effectively. Provides a systematic approach to training staff and developing leaders. All HR Processes are aligned to the development of these skills competencies within the organization.

Benefits Clarifies standards of performance for easier communication of expectations to employees. Helps to identify skill and competency gaps. Improves communication between employees and management. Ensures that organization –funded training and professional development activities are cost-effective and aligned to the needs of the organization. Establishes a framework for constructive feedback by management at performance appraisal time and minimizes subjectivity. Outlines employee development plans and promotional paths within the organization. Help to improve employee engagement. Provides accurate job specifications for more effective recruitment and selection of new employees. Provides an objective process for identifying high performers.

Steps in Implementing Competency based HR Employee communication and engagement

MRPAM Requirements

Core Competencies Framework Competency Name Definition Competency Level Level I Level II Level III Level IV Ethics and Values Behaves in an ethical manner, demonstrating integrity and sincerity in open, fair and impartial treatment of all persons. Avoids unnecessary bureaucracy while accepting and following the rules and regulations. Acts in ways to avoid conflict of interest and is guided in all things by the values of the organization. Demonstrates ethical behaviors that are consistent with the values of the Public Service.   Treats people with integrity, sincerity, equality, impartiality and fairness. Is accountable for their own work and for meeting deadlines. Accepts and follows the rules and regulations. Acts in ways to avoid conflicts of interest. Keeps confidential information secure. Works with the team to ensure ethical behaviour and makes recommendations for decisions based on ethical values. Encourages others to follow Public Service Values. Provides guidance to the team on how to deal with situations in an ethical manner. Considers ethical implications and competing values when making recommendations. Provides honest and frank advice. Works to develop systems and processes that reduce bureaucracy. Speaks out when necessary. Makes ethical decisions and directs others on appropriate actions. Manages the ethical behavior of the department. Ensures others follow public service values. Makes decisions that take ethical implications into account. Takes responsibility for own actions and holds others accountable for theirs. Stands firm when dealing with unethical demands or requests. Creates a culture that ensures people are encouraged to behave ethically. Is a role model who exemplifies the Public Service’s ethical values. Champions Ethics and Values within the Public Service. Acts as a role model for courageous leadership by taking a principled stance on critical issues. Protects the integrity of the organization by ensuring appropriate systems are in place for Financial Reporting and Information Security.

Cont’d Competency Name Definition Competency Level Level I Level II Level III Level IV Leadership   Fosters trust and leads others to work towards a common vision, or goal. Understands and supports the goals and vision of the organization. Speaks positively about the direction in which the organization is moving. – Shares information that may impact goals. Focuses the team on what is important to achieve the goals and visions of the organization. Understands how the goals and objectives support the vision of the organization and explains it to others. Provides feedback and support regularly. Creates a warm, friendly work environment. Establishes goals in support of the long term vision of the organization and motivates others to work towards them. Ensures people have the right resources and training to meet their goals. Creates a culture that recognizes and rewards contributions. Backs up their team. Supports the team in difficult situations. Communicates a compelling vision of the future. Adjusts the long term vision in response to anticipated future requirements. Creates an environment that motivates people to push for excellence. Communicates team successes across the organization. Champion change.

Cont’d Competency Name Definition Competency Level Level I Level II Level III Level IV Teamwork and Collaboration   Works collaboratively and effectively with people in order to achieve a common objective. Builds strong teams through open communication, mutual trust, respect and cooperation. Builds trust in relationships by open, honest communication, sharing pertinent information and meeting commitments. Understands the need for collaboration. Actively listens to understand others’ point of view. Contributes opinions and information willingly. Respects others’ opinions and contributions. Makes and keeps commitments. Does their share of the work. Displays willingness to learn from others. Brings people together to solve problems and generate solutions. Leads teams and working groups within own area. Fosters a collaborative environment. Brings clarity to the team by clearly stating objectives and expectations. Works with peers and others to generate ideas and gather information. Willingly contributes ideas and experiences to help produce solutions. Acknowledges the contributions of others. Works with multiple teams and collaborates beyond one functional group. Forms cross-functional teams to work on complex issues. Removes obstacles to collaboration between functional groups and levels. Creates a collaborative environment where people are recognized and rewarded for group contributions and solutions. Brings the right people and expertise to the table. Collaborates with internal and external stakeholders to achieve outcomes that impact the organization and beyond. Has a wide network of relationships to call upon for ideas and input. Demonstrates the value of collaboration at the top levels.

Cont’d Competency Name Definition Competency Level Level I Level II Level III Level IV Decision making and problem solving Makes sound decisions and solves problems of varying levels of complexity, ambiguity and risk using an objective, unbiased and structured process of gathering information, weighing the potential impacts, and evaluating alternatives. Follows policy, regulations and guidelines to determine an appropriate course of action during day to day work.   Gathers information pertinent to the situation. Recognizes when there is a need to consult with others. Interprets policy, regulations and guidelines, uses precedents and exercises sound judgement to solve problems and make recommendations. Sifts through information quickly and effectively and recognizes when further information is needed. Anticipates problems and takes action to prevent the problem from occurring. Weighs pros and cons of different options. Makes decisions based on factual information after evaluating alternative courses of action. Makes appropriate decisions when needed, even if unpopular. Recognizes and considers potential impacts of decisions, both short and long term. Recognizes the input and recommendations of others when making decisions. Makes decisions based the Vision, Mission and Values of the organization, considering both short and long-term impacts. Engages the right people for input and collaboration when appropriate. Gives unbiased advice based factual information and thorough analysis.

Implementation Plan/Next Steps