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Behavioural Competencies
Successful appraisal and performance management systems incorporate skills sets (competencies) that reflect the roles, responsibilities and skills of employees. If you’re looking for a bespoke performance management and appraisal system, we’ll need to discuss this with you and tailor the competencies against which employees are reviewed. Firstly, we’ll identify the core competencies expected of employees within
your organisation and then group these competencies to match employee roles and responsibilities.
What is a behavioural competency? A competency is any skill, knowledge, ability or other attribute that a person needs to perform a job effectively. A competency must be observable so that it can identify successful performance and areas for improvement or development. Defining sets of competencies for roles in your business helps to show employees what the business expects of them. Competencies show the kind
of behaviours and skills the company values and which it requires in order to achieve its
objectives.
Identifying the competencies which employees require for your organisation to succeed ensures that;
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Employees clearly understand what is required of them. |
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Employees demonstrate sufficient expertise and knowledge to perform their role. |
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Your organisation recruits staff with relevant expertise and knowledge. |
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Your organisation identifies skill and competency gaps more efficiently. |
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Your organisation identifies training and development needs more effectively. |
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Your organisation provides relevant training and professional development. |
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Your organisation evaluates and records performance effectively. |
Example of a behavioural competency
If, in order for employees to succeed in achieving your organisation’s objectives, it's essential that they display for example ‘creativity’ in their approach to work, then ‘creativity’ would be listed as one of the competencies within your performance management and appraisal process.
To ensure clarity and consistency of interpretation for appraisers and appraisees, the skill sets which relate to the word ‘creativity’ should then be explained using a definition. This definition should contain a set of behaviours and skills that describe the type of performance employees must demonstrate to be successful in the context of this competency. The definition should be included on the performance
appraisal form or within the 'user notes/instructions' that
accompany the form.
Here is an example of how the competency Creativity may be listed and described on the performance appraisal form. It would be just one of a number of competencies shown on the form;
Competency name; Creativity
Skill Set Definition; Approaching problems with an open mind, seizing opportunities, feeling empowered, using initiative, demonstrating a positive mental attitude when challenged.
