1. Competencies Are King… Improving organizational and staff performance
FAR Luncheon
Presented by Dawn Godaire, PHR and Chris Busky, CAE
Heart Rhythm Society

2. Learning Objectives
Develop a basic understanding of competencies and key terminology.
Learn how HRS designed and implemented its competency model and enhanced its performance management, staff development, and recruiting initiatives.

3. Competency 101 - Creating a High Performing Organization

4. Creating a High Performing Organization
Job descriptions typically articulate the skills and knowledge necessary for success. They describe “what” needs to be accomplished.
Core behavioral competencies encompasses the interpersonal skills, traits, and values needed for organizational and individual success and describe the “how” work should be accomplished.
The Winning Formula
Job Knowledge/Skills + Behavioral Competencies =
A High Performing Organization
Skills & Knowledge
Behaviors
Attitudes
Achievements
Values
Traits

5. Defining Competencies 101
Competencies are generally defined as a skill, knowledge, or behavior that is observable and allows an employee to successfully perform his or her job. Director of Accounting
Skills
- Develop budgets
- Prepare monthly reports
Behaviors
- Strategic Thinker
- Innovative
Knowledge
- BA in Finance
- CPA
- Knowledge of GAAP

6. Defining Competencies 101
Generic competencies (core attributes) – Behaviors that apply to each employee regardless of role or level. Considered the price of “admission” into the organization. Examples include:
Professionalism
Integrity
Ethical
Core competencies – Also apply to all employees. However, proficiency levels and expectations differ based on role/level. Examples include:
Communication
Innovation
Relationship building

7. Defining Competencies 101
Technical competencies – Specialized skills or knowledge needed to be proficient in a particular job. Examples include:
Budgeting
Project Management
Analytical
Leadership competencies- Skills and behaviors that apply to individuals in a leadership role. Examples include:
Developing people
Inspiring others
Strategic thinking

8. Defining Competencies 101
A competency model is a framework listing organizational competencies. The competencies are usually clustered together in categories. Most models include a competency title, definition, proficiency levels, and behavioral indicators.
Proficiency Levels- Proficiency levels and accurate behavioral indicators define successful performance at various levels within an organization. A basic model may include:
P1 = Awareness (Beginner)
P2 = Application (Intermediate)
P3 = Integration (Advanced)
P4 = Strategic (Subject Matter Expert)
The competency model should align with and support the organization’s mission, values and strategic plan. 8

9. Sample Competency Accountability
Willingness to accept full responsibility in meeting performance expectations. Displays honesty and truthfulness; confronts problems quickly; displays strong commitment to the success of HRS.
P1- Awareness
P2- Application
P3 - Integration
P4- Strategic
Maintains ethical behavior, admits mistakes, and exhibits responsible behavior in the meeting of performance expectations.
Follows through and meets commitments to others in a timely fashion.
Actively seeks out solutions to achieve results.
Holds self accountable for achieving results as an individual as well a team member.
Identifies and assists in addressing areas of weakness that may impact the department’s performance.
Chooses to take ownership of outcomes by seeking out solutions with appropriate stakeholders.
Maintains a positive or constructive approach and actively develops solutions to achieve organizational results.
Holds self and others accountable for appointed responsibilities.
Holds ultimate responsibility for the overall performance in successfully meeting the organization’s strategic goals and mission.
Takes ownership of outcomes by focusing on the actions necessary to move the strategic goals of the organization forward.
Defines objectives and ensures successful outcomes in meeting the needs and requirements of stakeholders.

10. Sample Proficiency Map
Competency
Assistant, Customer Service
Coordinator, Accounting
Manager,
Accounting
Director, HR
COO
Organizational Knowledge P1 P2 P3 P4
Accountability
Communication
Initiative
Innovative Thinking
Organizing and Planning
Relationship Building
Continuous Learning

11. Implementing the HRS Competency Model

12. How a Competency Model Benefited HRS
HRS Challenges
Lacked a common language to describe successful organization and individual performance.
Subjectivity in the performance management process.
Not enough focus on assessing critical behaviors for success in the recruiting process.
Staff frustrated with unclear performance expectations.
Competency Benefits
Clarified performance expectations.
Created a common language to describe high performance.
Linked all HR functions to the organizational strategy.
Increased ability to recruit, hire, and retain the right talent.
Provided strategic insight on organizational development needs.

13. Getting Started - The HRS Way
Identify and define
competencies
Establish proficiency levels and behavioral indicators
Create proficiency
maps for each
position
Assess current
employee proficiency
Create individual
development plans

14. Integrating the Competency Model into HR Initiatives
Mission &
Strategy
Performance
Management
Training and
Development
Career
Roadmaps
Succession
Planning
Comp
&
Rewards
Recruitment
Selection

15. Enhancing the Recruitment Process
Competency-Based Recruiting Method
Focus on the skills, knowledge, and behaviors critical for organizational success.
Job descriptions that accurately capture all aspects of the job.
Formal and consistent recruitment and evaluation process. Creation of behavioral event interview questions.
Traditional Recruiting Method
Focus solely on technical skills and job knowledge.
Incomplete job descriptions.
Inconsistency and subjectivity in the recruitment and evaluation process.

16. Enhancing the Performance Management Process
Performance is reviewed and measured in three areas:
Goal achievement
Technical job knowledge
Proficiency with core competencies
Competency Assessment Process
Individual Development Plans
Commitment to Development