Ref_10_BuildCo_-_Competency_Model_4-10-06.pptVIP

BuildCo CorporationPerformance Management: Draft Competency Model April 10, 2006 Competency ModelOverview Competency ModelHow this document should be used Draft Competency ModelBusiness Acumen Draft Competency ModelCustomer Focus Draft Competency ModelResults Orientation Draft Competency ModelJudgment/Decision Making Draft Competency ModelCollaboration Draft Competency ModelMobilizing Change Draft Competency ModelPersuasiveness (Managers Only) Draft Competency ModelStrategic Contribution (Managers Only) Draft Competency ModelTeam Leadership (Managers Only) Mercer Human Resource Consulting Persuasiveness Strategic Contribution Team Leadership Additional Manager Competencies Judgment/Decision Making Collaboration Mobilizing Change Business Acumen Customer Focus Results Orientation All Employee Competencies Going forward employee performance at BuildCo will be measured by 2 components, goal achievement and demonstration of competencies. The company recognizes that it is important for each employee to focus on “what” and “how” goals are accomplished. With regard to the “how” – the competencies –BuildCo has identified 6 employee and 3 manager-specific competencies that are critical to accomplishing our business goals This document includes information on BuildCo’s competency model, including how each competency is defined and what each competency “looks like” (behavioral indicators) on a 3-point scale (Below Expectations to Exceeds Expectations) Each BuildCo employee will be accountable for demonstrating 6 core competencies while managers will also be accountable for 3 additional competencies, which focus on critical leadership behaviors (see table below) This document helps managers conceptualize their expectations of performance and focus in on how goals are met (i.e., behaviors). The competency model is also helpful for employees to understand the behavioral expectations of their performance During the performance planning and year-end performance eva