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A&I Agency HR has developed an interactive competency dictionary to support employees with the task of clearly identifying and communicating the behaviors that are necessary to be successful in a diverse range of positions. Competency dictionaries provide a common language for Human Resources, Performance Management, and Training & Development processes.
Types of Competencies
Types of Competencies
Core Competencies
Core Competencies
Core competencies are the behaviors that all employees within an organization are expected to demonstrate to not only be successful at their job, but to excel in carrying out the mission of the organization. The State of Wyoming Performance Management Instrument (PMI) has defined five core competencies for all employees and two additional competencies for all supervisors and managers.
Functional Competencies
Functional Competencies
Functional competencies serve as the building blocks for core competencies and describe the combinations of skills, knowledge, and attitudes that are required to succeed in a specific position. Different combinations of functional competencies may be applied across positions and occupational families; however, not every functional competency will be relevant to all positions and occupational families. Also, these functional competencies can be mapped to multiple core competencies, including those required for supervisors and managers.
Competency dictionaries provide a common language for Human Resources, Performance Management, and Training & Development processes.
What You Will Find in this Interactive Competency Dictionary
What You Will Find in this Interactive Competency Dictionary
This interactive competency dictionary includes definitions for each competency along with sample behavioral indicators, sample behavioral- based interview questions, and recommended resources:
- Behavioral indicators: A behavioral indicator is an action that you can observe, describe, and verify. The indicators should be used as a guide to understanding and identifying the competency and not as a checklist for an employee’s behavior or personality. The sample behavioral indicators exemplify what the behavior could look like and are not all-inclusive.
- Behavioral-Based Interview Questions: This type of interview question asks job candidates to discuss how they have behaved in situations that relate to the required competencies for the position. By asking behavioral-based questions, hiring supervisors gain insight into how well the candidate meets the required competencies for the position. Hiring supervisors who would like assistance in developing behavioral-based interview questions should contact Agency Human Resources.
- Recommended Resources: Books, articles, and other resources that can help you better understand the competency and serve as the basis for continuous learning and self-development are provided for each functional competency.
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