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IMO COMPETENCY FRAMEWORKHuman ResouRces seRvices administRative division





Interactive table of contentsContents __________________________________________________________________________ 2

Foreword by the Secretary-General ___________________________________________________ 3

Introduction ________________________________________________________________________ 4What are competencies? __________________________________________________________ 4How was the framework developed? _______________________________________________ 4Structure of the framework ________________________________________________________ 4How will the competencies be used? _______________________________________________ 5Future developments _____________________________________________________________ 5

Competencies ______________________________________________________________________ 6Teamwork ______________________________________________________________________ 6Leadership & managing others ____________________________________________________ 7Verbal communication ____________________________________________________________ 8Written communication ___________________________________________________________ 9Problem solving & decision making _______________________________________________ 10Dealing with change ______________________________________________________________11Continuous learning & improvement _______________________________________________ 12

Navigate directly to each section using this interactive table of contents




Foreword by the Secretary-General

I am pleased to present ‘The Competency Framework’ for IMO.

Our success at work is measured not only by what we achieve but also by how we achieve it. The skills and behaviours that are valued by the Organization, which help us to achieve our high levels of performance, are collectively known as competencies. This competency framework endeavours, therefore, to establish a common understanding of, and provide guidance and clarity on, the skills and behaviours expected of IMO staff. It is designed to assist staff to perform to their potential and thus contribute fully towards meeting the challenges we face, both now and in the future. Competencies are already used, in a basic form, in our performance appraisal forms and recruitment processes and this competency framework will, increasingly, form the foundation for all staff development activities.

I welcome particularly the fact that this competency framework has been developed entirely within IMO, with the active co-operation of our own staff members. As such, it is not based on unfamiliar terminology or jargon but reflects the expectations and the views of our own managers and staff. This effort bears testimony to the collective and progressive spirit of IMO.

I am sure that this framework will provide the guidance necessary to enrich your own professional development and maximize your contribution to the work of the Organization.

Efthimios E. Mitropoulos Secretary-General




IntroductionWith more than 300 staff members, 55 nationalities and six official languages; in a truly international organization like ours it is essential to establish a common understanding of the behaviours and characteristics deemed essential for successful performance. This framework provides greater clarity and guidance on the concept of ‘competencies’. These competencies represent the standards that we, collectively, want to set and strive for, both to reinforce IMO as centre of excellence while fostering our own professional and personal development in the workplace.

What are competencies?Competencies are a combination of behaviours and characteristics and extend beyond skills and abilities to include attitudes, personality, and values. They convey the expectations an organization has of its staff, they help identify development needs and provide directions to achieve exceptional performance.

This framework contains a set of core and managerial competencies. Core competencies are the combination of common attributes, behaviours and skills that are expected of all staff, regardless of their grade or function. Managerial competencies are applicable to, and essential for, all staff with supervisory responsibilities for instance, ‘Leadership, and managing others’. Likewise, there are specific technical competencies expected or required of staff in their specific functions or roles. However, in this framework, we only discuss the core and managerial competencies expected of staff at IMO.

How was the framework developed?The framework was developed through a highly participative process involving a cross section of staff from different departments and levels and reflecting the diversity of the Organization. It provided the basis for a shared understanding of the behaviours, attributes and characteristics deemed essential for successful performance in the workplace.

Three sets of focus groups were formed – comprising managers, staff representatives (STAC) and HR staff. The directors of each division nominated two managers to participate; they formed the ‘Managers focus group’. All members of HR also participated as well as most of the STAC members. Each group came to a consensus on the most important attributes, behaviours and skills by which a particular competency can be measured. This framework reflects their views and ideas and would not have been possible without the substantial contributions from all these individuals.

Structure of the frameworkEach competency has a narrative description, which explains the general meaning of the competency discussed. This is followed by a matrix of behaviours or actions. These behaviours or actions are examples of how a particular competency may manifest itself in concrete behavioural terms and indicate proficiency in the relevant area. The level of proficiency varies from ‘highly effective’ to ‘below acceptance level’. The dimension of ’below acceptance level’ indicates the sort of behaviour that is actively discouraged as it works against the standards that IMO strives for. It should be noted that these behaviours or actions are only indicators and are by no means exhaustive.

Each competency is further split into multiple subcategories in which similar attributes and behaviours are grouped together under common headings.

This framework has been developed on the understanding that all individuals have different strengths, development needs and are likely to demonstrate the various competencies in a variety of ways. Although much as this framework expresses expectations of ideal behaviour, it also takes into account that development is an ongoing process and there is always scope for improvement in certain areas. In this regard, it aims to provide a realistic assessment of our behaviour and encourages more constructive performance reviews and discussions about training plans.




How will the competencies be used?This framework will act as a base on which to build and strengthen other HR systems, such as those for recruitment, performance management, staff development and career planning.

Recruitment: The recruitment and placement process will become more objective when based on the competency framework. The behavioural indicators of each competency will, increasingly, be used in job descriptions, vacancy announcements and incorporated into the interview framework. Staff and managers will be better trained to use these tools more effectively.

Performance management: Staff members will be made aware of the sort of attributes and behaviours that are encouraged within IMO and towards which they should strive while carrying out their duties. Staff members will also be informed of the behaviours and characteristics they should expect from their managers. The framework provides a means to communicate what attributes need to be emphasised or even de-emphasised. It is designed to open up communication channels and add value to the performance management process at IMO. The performance appraisal forms and process will be modified and revised with respect to these competencies. Supervisors and staff members will be trained further on the use of these competencies.

staff development: The competency framework also aims to help identify areas requiring development for each individual, so that individuals’ performance can be constructively strengthened through more focussed training. Staff training and development activities will be better channelled to cater for needs thus identified.

career Planning: Competencies will be used to identify Organizational and individual needs and help plan for succession and career progression.

Future developmentsWhile this framework forms a basic foundation, we aim to develop it in future by providing further clarification on role-specific and technical competencies. This will help build a profile for each job and position, in terms of the overall expectation.

We hope this framework will provide guidance and facilitate positive discussion and co-ordination within our organization.




CompetenciesTeamwork Ability to establish and maintain excellent working relations at all levels within the organization. Works collaboratively & cooperatively with others to achieve a common objective and shares credit for team successes. Demonstrates sensitivity to, and respect for others and their views. Earns the respect of others by always following through on commitments. Communicates effectively to handle conflicts of interest calmly and discretely.

SUB-CATEGORIES Highly effective

Consistently exceeds required competency level


Consistently demonstrates a fully satisfactory competency level

developing effectiveness

Requires or undergoing some development

Below acceptance Level

Consistently falls below the required competency level



Shares credit for team successes and accepts joint responsibility for team shortcomings.

Brings out the best in others; strengthens and supports others to achieve their objectives.

Readily shares knowledge and best practices. Drives others to share knowledge and learn from each other.

Routinely mediates between team and personal objectives to ensure team objectives are achieved.

Consistently acknowledges and appreciates the efforts & contributions of others.

Proactively assists and motivates others to achieve their objectives.

Shares knowledge and learns from best practices of others.

Appropriately aligns personal objectives with team objectives.

Increasingly recognizes the efforts and contributions of others.

Generally responds positively to requests for help and support.

Often willing to share knowledge and demonstrates a keenness to learn from best practices of others.

Progressively able to balance between team and personal objectives to ensure team objectives are achieved.

Claims success as own and takes no personal accountability, often blaming others when things go wrong.

Tends to be obstructive; reluctant to assist and share knowledge & best practices with others.

Actions are often self-centred; places clear priority on personal achievement and objectives.

Building & managing Relations

Wins the ‘hearts & minds’ of the team with an optimistic approach.

Supports a collaborative and cooperative atmosphere. Effectively adapts style to reflect the context or circumstances in which they are working.

Open-minded and promotes an inclusive culture; seeks out and incorporates the views & contributions of others.

Always pleasant and approachable.

Works cooperatively and handles people with different approaches, skills & styles.

Demonstrates flexibility; respects and shows an interest in the views & contributions of others.

Generally demonstrates an affable and positive attitude.

Increasingly able to work cooperatively and adapt behaviour to suit different people & situations.

Progressively able to react constructively to others’ views & contributions.

Unapproachable and negative in their outlook towards others & work situations.

Tends to be rigid; fails to adapt behaviour to handle people with different skills, styles & views.

Demonstrates insular behaviour; often works independently and competitively rather than collaboratively with others.

Integrity & Trust Honest and transparent in his/her interactions with others. Builds rapport based on mutual respect. Counsel actively sought by peers at all levels.

Well-organized and highly reliable; always punctual & builds trust by matching words with actions.

Interacts with others in a manner that is empathetic and respectful.

Reliable and trustworthy; conscientious & efficient in meeting commitments.

Inconsistent in his/her behaviour towards others; though generally treats all persons with respect.

Progressively able to follow through on commitments.

Fails to show consideration and sensitivity towards others & their needs.

Considered potentially unreliable; commitments are not always met.

Conflict Resolution

Anticipates and understands the cause and nature of conflicts.

An active and non-judgemental communicator. Negotiates calmly and effectively to reach a mutually beneficial resolution.

Actively addresses challenges within a team context and takes timely actions to facilitate a resolution.

Effectively communicates to handle stressful situations calmly and discreetly.

Increasingly able to understand others’ views and help them to deal effectively when challenging or difficult circumstances arise.

At times unable to remain calm in stressful situations.

Tends to be defensive and entrenched in his/her perspectives; fails to acknowledge others’ views.

Reacts in a resentful manner; fails to stay calm in high-pressure situations. Often leaves conflicts unresolved.




Leadership & managing othersDevelops a roadmap for successfully achieving progress. Provides clear direction and translates vision into practical strategies. Acts with honesty and fairness at all times and situations. Commits time and resources to complete tasks within the imposed constraints. Demonstrates detailed knowledge and expertise in area of specialization. Institutionalizes learning & development into the organizations culture.

SUB-CATEGORIES Highly effective

Consistently exceeds required competency level


Consistently demonstrates a fully satisfactory competency level

developing effectiveness

Requires or undergoing some development

Below acceptance Level

Consistently falls below the required competency level


Inspires a Vision

A charismatic, inspirational and open-minded leader with exceptional vision. Leads by example; exhibits a positive professional attitude and actions inspire organizational standards.

Can define and articulate strategic vision. Exceptional ability to communicate information in a structured and credible manner, both orally & in writing.

Valued as an optimistic and open-minded leader. Actions model organizational standards.

Sets and communicates long & short-term strategy. Comprehensive knowledge of oral and written communication methods.

Increasingly able to maintain a positive, flexible attitude and meet organizational standards

Plans are not fully developed. Improving ability to communicate effectively both orally and in writing.

Tends to be narrow-minded and pessimistic. Actions fall short of organizational standards.

No clear indication of a plan or vision. Inappropriate style and delivery methods used to communicate.

Integrity & Respect for Others

Actions are transparent and honest. Facilitates a no-tolerance approach to discrimination and takes firm & decisive action when needed.

Encourages others to treat everyone with respect and dignity. Promotes a no-blame culture. Encourages and supports others; considers mistakes as learning opportunities.

Considered trustworthy; challenges prejudices, decisions or behaviours that appear to violate values.

Treats all persons with respect and dignity. Supports others in challenging situations.

Generally acts with honesty and demonstrates no preferential behaviour.

Inconsistent in their behaviour towards others. Occasionally unsupportive and blames others in challenging situations.

Actions on occasion tend to be biased.

Fails to show consideration and sensitivity towards others. Little or no attempt to support or encourage others.



Leads and manages complex and multiple projects whilst balancing competing priorities.

Establishes measures to monitor resources. Achieves exceptional results on time and to budget; often against challenging circumstances.

Empowers others by delegating authority and responsibility; whilst retaining accountability. Accurately matches people to tasks.

Handles multiple projects with ease and responds positively to changing priorities.

Appropriately schedules, and brings in complex projects within timescale and budget.

Strengthens and supports others to translate their vision into results and achieve their objectives.

Becoming more comfortable to manage multiple projects. Shows an improvement in dealing with changing priorities.

Moderately complex projects are increasingly delivered on time and to budget.

Increasingly able to delegate some authority to others. On occasion places a strong emphasis on command and control.

Tends to be rigid; fails to respond to changing priorities.

Handles projects in a disorganized manner. Projects are rarely delivered on time and to budget.

Fails to empower and has a tendency to undermine others’ potential and capability.

Depth of Knowledge

Respected for their knowledge and wisdom. Demonstrates extensive knowledge and specialist skills in area of expertise. Committed to sharing knowledge and best practices with others.

Exhibits detailed knowledge and expertise in area of specialization. Willing to share his/her best practices with others.

Developing knowledge and ability to respond accurately to queries in specialist area.

Knowledge in area of specialization lacks depth. Fails to contribute to discussions and respond accurately to queries.

Promotes Learning

Creates a culture that promotes continuous learning and development.

Encourages others to set challenging targets to reach their full potential. Creates a coaching environment & actively develops others with less experience.

Assists others with their development plans/needs to help build new capabilities.

Assigns challenging goals that enable others to grow professionally. Good coach and mentor.

Increasingly aware of the importance of people development.

Occasionally provides insufficient guidance to others with less experience.

Shows little or no interest in developing others.

Demonstrates insufficient evidence of coaching others with less experience.




Verbal communicationAbility to organize and express information in an appealing, coherent and concise manner. Communicates complex information with clarity to optimize the understanding of others. Tailors delivery style and complexity of messages to suit the proficiency level of the intended target group. Demonstrates a desire to actively listen to others’ views and seeks comprehensive understanding.

SUB-CATEGORIES Highly effective

Consistently exceeds required competency level


Consistently demonstrates a fully satisfactory competency level

developing effectiveness

Requires or undergoing some development

Below acceptance Level

Consistently falls below the required competency level

clarity & depth of Knowledge

Communicates in a confident and eloquent manner. Demonstrates credibility by conveying ideas clearly and logically, keeping in mind the objective of the situation.

Consistently conveys complex information in a manner that provides clarity and understanding. Maintains focus on the key points and articulates views concisely and precisely.

Speaks with knowledge and conviction; persuades others of the merit of his/her views.

Ideas are clear, well organized and expressed convincingly.

Breaks up complex information and summarizes key points to help listeners better understand the message conveyed. Clear and focused on the subject at hand.

Uses knowledge to explain the benefit of his/her views.

Increasingly able to present ideas clearly and in a logical sequence.

Occasionally deviates from the subject at hand; causing presentations to be lengthy and confusing.

Progressively able to speak with knowledge to convince others on the point of view he/she has developed.

Expresses ideas in a confusing and disorganized manner; thus reducing clarity and credibility.

Presentations tend to be vague and lack depth.

Unable to persuade listeners for a desired course of action.

delivery Utilizes a range of styles to match different purposes, sensitivities and levels of understanding of an audience.

Captivates the audience using appropriate language, style and tone.

Radiates enthusiasm for the subject at hand; inspires and creates a positive impact in the minds of the listeners.

Demonstrates confidence by the use of gestures and expressions to ensure messages are delivered clearly and effectively.

Adapts communication style to suit different contexts and audiences.

Keeps listeners engaged by varying language, style and tone.

Uses appropriate expressions and gestures to communicate messages more effectively.

Increasingly able to consider the purpose and the needs of an audience during message delivery.

Occasionally tailors tone and language to retain the listeners’ interest.

Improving ability to use appropriate gestures and expressions to help communicate a message.

Unable to understand the needs and sensitivities of an audience.

Fails to keep listeners engaged; speaks in a monotonous style and tone.

Utilizes inappropriate expressions and gestures to deliver messages effectively.

Listening skills An empathetic listener; creates an open and honest atmosphere where the speaker feels welcome and encouraged to speak & share.

Reassures the speaker by giving his/her full attention. Practices critical listening to gain a complete and accurate understanding of the message conveyed.

Open-minded; offers unbiased, honest and constructive feedback only after the information conveyed has been heard and evaluated.

An attentive and receptive listener; asks effective investigative questions to gather better information and seek clarification to avoid misunderstandings.

Shows an openness and desire to listen; resists distractions and acknowledges information heard before expressing his/her point of view.

Increasingly able to listen effectively to better understand information conveyed.

Improving ability to listen to others and offer constructive and unbiased feedback.

Tends to be a passive listener. Unable to listen effectively to better understand information conveyed.

Does not express an interest or desire to listen to others. Consistently interrupts the speaker; disrupting his/her chain of thought.




Written communicationDemonstrates ability to present ideas in a clear, coherent and concise manner. Effectively structures documents, taking into account the nature and objective of the message. Writes informative and well-researched texts that captivates the reader. Adjusts language and writing style to match the proficiency level of the intended recipient. Proofreads documents with precision to validate the content and implication of the message.

SUB-CATEGORIES Highly effective

Consistently exceeds required competency level


Consistently demonstrates a fully satisfactory competency level

developing effectiveness

Requires or undergoing some development

Below acceptance Level

Consistently falls below the required competency level

content & structure

Exceptional ability to structure documents in a manner that suits different objectives. Thoughts and key points of an argument are developed in a coherent manner.

Written work is concise, informative and well-researched. Presents specialist material without distortion to a non-specialized audience in a manner that provides clarity and understanding.

Persuades the reader by highlighting issues of relevance and providing supporting detail to strengthen the ideas he/she presents.

Written texts have a good structure and lead towards a logical conclusion.

Writes clear and concise texts that achieve their objectives. Effectively communicates complex messages.

All essential information is presented with supporting detail accurately and coherently.

Increasingly able to develop and present thoughts in a structured & logical manner.

Occasionally deviates from the subject at hand, causing texts to be vague and confusing.

Rarely provides supporting details to persuade the reader on the point of view he/she has developed.

Fails to structure thoughts in a logical sequence.

Unable to focus on the subject at hand. Written texts tend to be ambiguous and inadequately researched.

Fails to provide supporting details to convince the reader on the point of view he/she has developed.

Presentation Writes in a range of contexts and for a variety of audiences & purposes.

Tailors writing style to match a given audience; adjusts language to the proficiency level of the reader to maximize understanding.

Stimulates the reader; possess an in depth understanding of the topic and expresses ideas in a captivating & concise manner.

Meets the needs of an audience by using accurate, appropriate and precise terminology.

Maintains the readers’ attention by conveying messages that are clear and challenging.

Increasingly able to consider the purpose and needs of an audience.

Occasionally customizes the content to suit the reader by using appropriate language and style.

Written texts may be tedious to read.

Unable to understand the needs and sensitivities of an audience.

Uses an inappropriate style and language to communicate information.

Texts tend to be monotonous and uninteresting.

Proofreading Proofreads texts with precision to verify clarity, content and implication. Written texts require no additional editing.

Critically reads to gain a complete and accurate understanding of the message conveyed.

Willing to proofread texts and make adjustments accordingly to correct and clarify the content.

Rarely demonstrates any evidence of proofreading to verify grammar and content. Written texts require much editing.

Reluctant to proofread texts to verify content and grammar. Written texts are unclear and require extensive revision.




Problem solving & decision making Anticipates and analyzes problems based on critical review of all available information, and accurately draws conclusions based on logical reasoning. Takes preventive actions to address the root cause of the problem. Makes sound & realistic decisions in a timely and well-considered manner. Maps out the consequences of decisions and chooses the best choice from among many alternatives.

SUB-CATEGORIES Highly effective

Consistently exceeds required competency level


Consistently demonstrates a fully satisfactory competency level

developing effectiveness

Requires or undergoing some development

Below acceptance Level

Consistently falls below the required competency level

Problem analysis Prioritizes problems and views them from multiple perspectives. Rapidly identifies the root cause of problems.

Skilled at understanding ambiguous and complex information. Identifies methods to analyze data more quickly and efficiently. Analytical findings are coherent, pertinent and well justified.

Adopts a creative yet methodical approach to solving problems. Defines a clear path for problem resolution. Persistent in overcoming obstacles to achieve goals.

Able to differentiate between the symptom and the cause of problems.

Effectively investigates all information and provides detailed analysis in support of the conclusions made.

Solves problems in a systematic manner. Able to define a path for problem resolution.

Generally tackles the cause of the problem and not just the symptoms.

Improving ability to gather and arrange information in a logical sequence. Analytical findings on occasion lack depth.

Problem solving strategy on some occasions tends to be unmethodical and impractical.

Confuses symptoms with underlying causes of the problem.

Analytical and reasoning skills are weak. Fails to draw accurate conclusions from findings.

Adopts a narrow and disorganized approach to solving problems. Gives up easily when faced with challenges.

develops alternatives

Utilizes various techniques to generate multiple alternatives to address the crux of the problem.

A lateral thinker; draws on knowledge base and thinks ‘outside the box’ whilst developing alternatives that are practical & strategically sound.

Proposes alternatives that consider the practicalities. Develops multiple alternatives by incorporating the ideas & views of others.

Exhibits appropriate knowledge to generate creative yet pragmatic resolutions to problems; not bound by traditional approaches.

Increasingly open to others ideas, though only considers a small number of options.

Improving ability to offer creative ideas and look beyond the most obvious & preferred solution.

Rushes to the solution without fully exploring the cause of the problem.

Limited or no creative ideas are offered to uncover more alternatives. Fails to differentiate between practical and impractical solutions.

decision making Commands authority; respected for his/her conviction, consistency and soundness in decisions.

Makes cautious, well-informed and unbiased decisions under tight deadlines based on past experiences and good judgement; taking well-considered risks as appropriate.

Acts decisively even in times of challenge and ambiguity. Stands by appropriate decisions even if they are unpopular or resisted.

Open-minded; actively listens to others’ points of view to reach consensus and make appropriate decisions.

Applies his/her specific knowledge to evaluate without prejudice the broader impact and risks associated with decisions.

Accurately applies all available information and past experiences to make timely & unbiased decisions. Prepared to take calculated risks.

Takes responsibility for, and makes tough decisions when necessary.

Open to others views; solicits input from others to make appropriate decisions that are in the best interest of all involved.

Effectively assesses the advantages and constraints of different decisions.

Often makes conservative decisions that tend to be risk averse and constrained by past practices.

Hesitant to make tough decisions and commit to a definite course of action.

Generally willing to consult and integrate recommendations from others in the decision making process to converge on a choice.

Increasingly able to consider the risks and consequences of decisions.

Tendency to make ill-considered and biased decisions.

Procrastinates to avoid being accountable for decisions taken.

Fails to make decisions that are in the best interest of all involved.

Unable to understand the broader impact of decisions.




Dealing with changeUnderstands and acknowledge the need for change. Supports an environment that welcomes change and demonstrates flexibility in the face of changing priorities. Identifies potential barriers to change and develops creative solutions to lower the impact of these obstacles. Defines a clear strategy, and allocates resources to achieve & sustain change. Communicates the vision effectively to gain commitment & involvement.

SUB-CATEGORIES Highly effective

Consistently exceeds required competency level


Consistently demonstrates a fully satisfactory competency level

developing effectiveness

Requires or undergoing some development

Below acceptance Level

Consistently falls below the required competency level

adaptability Understands and effectively evaluates the need for change. Quickly adapts approach and shows flexibility in the face of changing priorities.

Welcomes change and inspires others to consider change as an opportunity for growth and improvement. Helps others adapt to, and understand the change.

Open-minded; actively challenges conventional thinking and outlines the rationale for change. Provides clarity on the implications of change.

Capacity to be flexible and receptive in the face of changing priorities.

Responds positively towards change. Encourages others to support change initiatives.

Demonstrates openness and a clear understanding of the need for change. Able to recognize the impact of change.

Increasingly able to adapt and respond positively towards change initiatives.

Beginning to understand the rationale for, and the broader impact of change.

Fails to evaluate the need for change and positively adjust in the face of changing priorities.

Does not readily embrace or promote change initiatives.

Reluctant to change / modify current practices and adopt new ways of working.

overcoming obstacles

Rapidly identifies barriers to change and develops creative yet pragmatic solutions to mitigate them.

Openly and honestly addresses concerns about change to reduce resistance.

Demonstrates persistence in overcoming obstacles and remains resilient despite obstacles.

Identifies most obstacles to change and proposes creative and appropriate solutions that consider the practicalities.

Shows ability to be resilient when faced with challenges.

Progressively able to identify factors that hinder change.

Improving ability to offer creative ideas and look beyond the most obvious & conventional solution.

Demonstrates little or no ability to offer creative solutions to mitigate the barriers to change.

Gives up easily when faced with challenges.

managing change Keeping in mind the organizational culture, develops a coherent & pragmatic strategy that will achieve, drive and sustain change.

Communicates the vision positively to gain commitment and involvement. Creates a capability for change by involving the right people with the right skills.

Establishes measures, and allocates resources to manage change. Creates training and development plans to provide the essential skills required, to perform effectively once changes are implemented.

Defines clearly the strategy and objectives needed to manage change effectively.

Effectively communicates the strategy to develop a level of commitment towards change.

Allocates adequate resources to facilitate change. Anticipates training & development areas to meet future challenges once changes are implemented.

Strategies to effectively manage change lack coherence and are not fully developed.

Progressively able to communicate in a persuasive manner to increase involvement and gain commitment.

Increasingly able to identify resources and time needed to accomplish tasks when change is implemented.

Fails to develop a coherent and pragmatic strategy to manage change effectively.

Communicates in an unclear and confusing manner. Fails to gain commitment towards change.

Inappropriate allocation of resources to manage change.




Continuous learning & improvementAware of their personal learning and development needs. Embraces learning opportunities to grow professionally and master new knowledge in area of assigned responsibility. Strives for excellence in performance by consistently meeting defined standards and seeks to improve on them. Demonstrates ability to generate & act on creative ideas. Innovates to improve the efficiency & quality of processes and working methods.

SUB-CATEGORIES Highly effective

Consistently exceeds required competency level


Consistently demonstrates a fully satisfactory competency level

developing effectiveness

Requires or undergoing some development

Below acceptance Level

Consistently falls below the required competency level

continuous learning

Willingness to Learn

Demonstrates desire and passion to learn and improve. Creates learning opportunities for self and open to learning from others.

Keeps fully abreast of new developments and trends in area of specialization. Curious to explore new methods of learning.

Shows a personal commitment to learning and development to expand his/her skills & knowledge. Embraces learning opportunities.

Aware of most recent developments and trends in area of specialization.

Progressively takes an interest in activities that extend his/her skills and knowledge.

Increasingly seeks opportunities to grow in awareness of the current trends in area of assigned responsibility.

Unwilling to embrace professional development to learn new skills.

Fails to update self on current trends in area of specialization.

Sets specific, measurable and realistic goals for self. Goal focussed; committed to, and achieves his/her goals. Takes on extra responsibility to learn new skills and grow professionally.

Regularly monitors work-plan / progress and openly acknowledges & corrects areas that require development.

Sets clear goals and shows drive to achieve his/her goals. Willing to take action beyond explicit request.

Assesses work-plan / progress and takes corrective or adaptive actions.

Improving ability to set realistic goals and maintain focus to achieve them.

Progressively able to receive feedback with an open-mind and adjust practices accordingly.

Unable to set clear and realistic goals. Consistently fails to maintain focus on achieving his/her goals.

Fails to address performance issues.


continuous imPRovement

Quality & Results Orientation

Achieves exceptional results on time and to budget; often against challenging circumstances.

Quality of work consistently meets the required standards and takes an active approach to quality improvement.

Brings in projects within allocated timescale and budget.

Quality of work meets the required standard.

Projects are increasingly delivered on time and within budget.

Improving ability to perform work according to the required standards.

Projects are rarely delivered on time and to budget.

Fails to adhere to the required standards. Consistently produces low quality work.

Challenges conventional approaches and actively seeks innovation in area of specialization to improve efficiency.

An open-minded & lateral thinker; generates creative approaches and willing to consider new & untested approaches.

Proposes new and imaginative approaches that facilitate progress.

Open to explore new ways of working.

Increasingly able to offer new ideas and a better approach.

Often receptive to new approaches and working methods.

Offers limited or no creative ideas and sticks resolutely to outmoded approaches.

Unwilling to change / modify current practices and adopt new ways of working.