Behavioural Competencies听provide a common language and frame of reference for attracting, retaining, developing and recognizing the best talent. They were identified through a series of interviews with 缅北强奸 senior management, staff focus groups and benchmarking research, as the most vital behavioural competencies for the continuous growth of our institution:
- Change Agility
- Resourcefulness
- Teaming
- Managerial Courage
- Self-Awareness and Management
- Client Service Orientation
- Performance Orientation
Expected proficiency levels have been linked to job grades according to the specific job family (HRM, IST, ADM, etc.) and level (M1, M2, M3, M4).
Note: To confirm your grade, log into , access your 鈥淧ersonal Information鈥� and view 鈥淎bout Me鈥� to find your Job Profile Information.
The following resources have been developed to help supervisors apply the Behavioural Competencies as well as coach employees and ensure effective talent management听
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Template/Guide |
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How to Use |
For Employees |
For Supervisors |
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The rubric describes the 7 behavioural competencies and their expected proficiency levels for each of the job profiles. |
To be used as a guide when you are filling out the Behavioural Competencies section of the Performance Dialogue and Appraisal Form. 听 Identify your job profile and find your expected proficiency level for each of the behavioural competencies. |
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A guide that provides you with examples of the proficiency levels for each behavioural competency. |
Confirm your proficiency level and find tips and tricks on how to develop your competencies. |
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