Integrated Performance Management Systems
Competency Library
page 1
©Jacques Marais. All rights reserved. [email protected]
The IPMSCompetency Library
Issue Version: 150520 Issued on: May 20th 2015
IPMSGLOBAL
Integrated Performance Management Systems
Competency Library
page 2
©Jacques Marais. All rights reserved. [email protected]
The IPMSCompetency Library
Issue Version: 150520 Issued on: May 20th 2015
We train and transfer our comprehensive library to all senior leaders because it provides them with a standard for ‘all’ employees, and 'competency', needs to be owned by the business and used by the business. We also use our own library to level the roles we teach.
The library specifies 8 core competencies for all roles and 27 elective competencies to be drawn on.
We recommend the 8 ‘core’ are constant in every role and the levels can be adjusted based on how you level roles in your organisational design. The ‘electives’ are roles specific and are chosen based on the nature and levels of work, they too can be adjusted.
Each competency is levelled and connected to the 6 recognised Levels of Manager (Drotter) and the 6 global IPMS Key Areas of Management Performance* (KAMPs).
Every role in an organisation should connect to one or more stages and steps of the global IPMS 8 Stages of Business Readiness*. Role Profiles are then build from our library of ‘behavioural competen-cies’.
A behavioural competency library is by its nature observable: you can see, hear and assess the ef-fectiveness of a manager's behaviour in any given situation. All definitions in this library are tangible, everyday behaviours, appropriate to a level of manager.
Your managers and employees should fully understand:
• How their role is designed in the context of your Service Map* and the functions of their business area.
• How their development is planned and mapped to the competencies required for their current role, and any relevant or related roles.
A transparent approach which explains the need for these levels of competency, in the context of the services they deliver and the service level, is always enthusiastically adopted because it makes sense.
At a behavioural example level, the library can be adapted to reflect your words or language, enabling your people to readily relate to the competencies and the value of working towards and maintaining them.
Each Competency and level has a descriptor with clear behavioural definitions which can be observed by a coach or manager.
The IPMS levels use a 1 to 5 scale and these relate to each Level of Manager.
IPMSGLOBAL
Integrated Performance Management Systems
Competency Library
page 3
©Jacques Marais. All rights reserved. [email protected]
• Adaptability• Analytical Thinking• Breadth of Thinking• Business Acumen• Business Impact• Coaching and Mentoring• Conforming to Standard• Co-ordinating and Resourcing• Creativity – Adaptation• Creativity – Innovation
• Dealing with Conflict• Decision Making• Developing Networks• Directing• Dynamic Thinking• Empowering• Entrepreneurial Capability• Financial Awareness• Information and Data Control• Interpersonal Awareness
• Judgements• Maintaining Service• Managing Projects• Negotiation and Facilitation• Problem Solving• Valuing Diversity• Working in an International
Environment
• Communication• Customer Awareness• Developing Capability• Embracing change
• Focus on Improvement• Focus on Results• Planning• Team Working
Section 1: Core Competencies
Section 2: Elective Competencies
IPMSGLOBAL
Integrated Performance Management Systems
Competency Library
page 4
©Jacques Marais. All rights reserved. [email protected]
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