Performance Competencies
A competency is a measurable set of skills, abilities, and knowledge needed to perform and fulfill one’s job responsibilities effectively.
Competencies outline performance expectations for both the manager and employee. Performance competencies provide staff and managers with a framework to reference throughout the year when coaching and managing towards high performance. Supervisors and staff will be asked to reflect on these competencies during the Introductory Period, Performance Check-in, and the Annual Performance Review.
Performance Competencies
All employees will be assessed on their competency in the following areas on an ongoing basis throughout the performance management cycle.
Functional Knowledge
Demonstrates competence relevant to function or job duties. Applies current best practices in discipline or specialty area. Committed to continuous learning, development, and responsibility to further equity, inclusion, and social justice.
Accountability
Demonstrates commitment to accomplish work in an equitable, inclusive, ethical, and effective manner. Takes ownership for actions and results. Accountable for both how and what is accomplished within scope of responsibility.
Communication
Collaborates with appropriate partners to create an inclusive, equitable and supportive environment, using verbal, written, transparent communication to understand and be understood.
Innovation
Strives to develop creative solutions to problems, looks to the future, practices agility, fosters change by including individuals who reflect diversity of thought and identities.
Mission-Serving
Collaborate with, recognize, support, include, and serve a diverse community and its constituents, in fulfillment of the University mission and in service of a community of care.
Additional information can be found on Performance Check-In Examples.
Management Competencies
Management
The competencies in this section should be used to assess the competency in these areas for employees who supervise or manage others, including student workers.
Managing Operations, Individuals & Teams: Recruits, hires, and manages diverse talent, develops and manages engaged individuals and teams. Establishes goals, manages people and resources to maximize the success of the individual and the team. Advocates to remove obstacles to accomplishments and ensures equitable access to opportunities and advancement.
Managing Performance: Examines and challenges biases that restrict objectivity. Sets clear and achievable goals and expectations for staff; engages in ongoing open dialogue, including providing developmental, actionable, and constructive feedback. Mentors, coaches and encourages the advancement of team members. Engages employees while working in a hybrid environment equitably. Responds to performance challenges in accordance with university guidelines.
Leadership
The leadership competency should be used to asses the competency of employees in senior and executive roles.
Establishes and executes a shared vision for areas of responsibility aligned with the University’s strategic mission and values. Collaboratively leads and serves as a catalyst for organizational change, cultivates distributive leadership, and motivates others to transfer vision into action. Leads by example, encourages new ideas and innovations, holds self and others accountable. Deeply committed to creating a community of equity, inclusion, and social justice.
Rating Scales
See Performance Competencies Rating Scale.
Performance Check-In Competency Guide
The below guide is intended to provide staff and managers a framework to reference throughout the year when coaching and managing towards high performance. Supervisors and staff will be asked to reflect on these competencies during the Annual performance review.
Additional Performance Management Information
If you have questions about the annual review process, please email your Strategic HR Partner, Ali Cherasia or Ilana Levitt.