What is Competency–based Performance?
Competency-based performance is being embraced in business and in the federal government as a way to clearly communicate the knowledge, skills, and attributes needed to achieve superior performance.
The NBC FY08 Workforce Plan identifies the technical and universal competencies that are required to accomplish the organization’s mission and goals.
What is a competency?
A competency is defined as a skill, knowledge, ability or behavioral characteristic that is associated with superior performance.
The NBC Supervisory/Managerial competency model identifies both technical and behavioral competencies. Technical Competencies are those that focus on the acquired knowledge and technical abilities and skills that you need to do your job. These competencies are often easier to observe, train and develop. Examples of technical competencies include knowledge of financial management, acquisition management, and business planning and resource management.
Behavioral competencies are those that are developed at an early age in life. Examples of behavioral competencies are communication skills, integrity/honesty, resilience, and creativity/innovation. These competencies are sometimes harder to observe and develop, because they tend to be value oriented and deep-seated qualities that can significantly affect how an individual approaches his/her work. Behavioral competencies must be clearly defined, but when they are, they are reliable performance indicators.
The NBC has identified eight core competencies – competencies that are critical to the success of all employees. Those competencies are:
- Continual Learning
- Customer Orientation
- Flexibility
- Functional Expertise
- Integrity/Honesty
- Interpersonal Skills
- Oral Communication
- Written Communication
Competencies can be developed in several different ways. For instance, you can develop a competency through formal education, on-the-job experience, life experience, self-directed learning, an apprenticeship, shadowing an agency leader, and training programs and courses. When you write your IDP, you should select a competency, consider your learning style preference, and then determine the best strategy for achieving the targeted competency.