Definition
Extent to which an individual possesses
and applies job-related knowledge in the completion of work
tasks and activities. Includes knowledge gained through
formal and informal education or training.
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Behavioral Descriptions
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Proficiency Level 5
Is considered expert in knowledge and
abilities required for the job.
Develops systems that have a major
impact on organization.
Considered industry-wide subject
matter expert.
Creates innovative solutions which
enhance overall organizational performance.
Maintains in-depth knowledge of
multiple functional areas.
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Proficiency Level 4
Has advanced expertise in required
job-related knowledge.
Generates novel or unique ideas in
performing job-related activities.
Considered organization-wide subject
matter expert.
Improves systems or procedures which
enhance own and others’ ability to do work.
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Proficiency Level 3
Has proficient knowledge and abilities
required for the job.
Independently applies skills in
completing job tasks.
Stays current on new information that
applies to job.
Demonstrates a depth of knowledge within
a specific area.
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Proficiency Level 2
Has basic understand of body of
knowledge areas required for job.
Applies appropriate technical knowledge
to some job related tasks.
Operates at the apprentice level,
performs work under guidance.
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Proficiency Level 1
Has very limited understanding of body
of knowledge required for job.
Possesses limited formal or informal
training with no experience.
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Suggested Activities for Development
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Work with people you do not normally
work with or do not know very well.
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Once a month, pass along an
interesting article to someone in your work unit or
department that would benefit from the information.
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Volunteer to participate on a project
that will require a high level of cross-functional
teamwork.
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Keep a record of all your involvement
in committees, meetings, and informal team activities
for a period of time. Work to increase the involvement
and keep track.
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Each week, volunteer to help at least
one person in your work unit or department.
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Volunteer to summarize notes from
team meetings and send them to all team members.
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If you are a manager, meet with peers
from other work units or departments to find how your
team can work more effectively with other work units.
Devise a plan to implement some of their suggestions.
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Create a system where employees can
recognize each other for good work.
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Recognize team members’ contributions
at each team meeting.
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Make a habit of asking people who do
not normally work together to work on projects together.
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Devise a plan to create team spirit
in your work unit or department (e.g., organize informal
team get-togethers, contests, parties, team chants,
impromptu celebrations or participate in community
service activities, etc).
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As a team building exercise, have
each team member describe how each person contributes to
the team uniquely. Make a list for each person to show
the differences and likenesses of all team members.
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Develop a short list of ‘values’ with
your department or unit to guide decision-making and
interpersonal behavior. Get your team involved in making
the list. Review the list at meetings.
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Seek feedback from your manager and
staff regarding your team management techniques. Work to
improve problem areas.
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Work with team members to create or
refine the team’s mission statement.
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Identify a critical issue within your
organization. Volunteer to lead a task force to solve
the problem that involves people from different
departments.
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Work with a manager or co-worker who
has effectively managed teams to develop your skills in
this area.
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Identify a current obstacle that is
impeding your team from working effectively. Determine
the root causes and possible solutions. Share your ideas
with your manager. Develop a plan to implement the
solutions you have identified. Monitor the results.
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Facilitate a group discussion with
team members to solve a problem in your work unit or
department.
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Recommended Courses
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Additional Resource
Books
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Identify knowledge management systems
(e.g., standard operating procedures, reports, job aids,
databases. Engage in self-study and apply knowledge
gained from knowledge management systems to job
activities.
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List any technical areas in which you
feel that an increase will enhance your performance.
With the assistance of your manager, develop a plan for
building expertise. This may include identifying work
assignments that will assist you in increasing your
technical/professional knowledge.
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Develop a list of
technical/professional sources (e.g., journals,
magazines, websites, etc.). Commit to dedicating a
certain number of hours each week to reading and seeking
information relevant to your area of expertise. Create a
schedule and block out time to read.
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Join a discussion group in your
specialty area.
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Make a list of training courses,
seminars, conferences and/or workshops that will help
you develop your technical skills. Discuss the list with
your manager. Apply concepts learned in training on the
job. Solicit feedback regarding change in on-the job
behaviors from your manager and/or a trusted peer.
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Join a professional organization and
become an active member.
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Shadow someone who has significant
technical/professional expertise. Observe their behavior
and list out the things that you learned. Model learned
behaviors.
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Develop a training manual that
enhances the technical/professional expertise of
colleagues or customers. Use language that is suitable
for your targeted audience.
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Join a task force or committee that
would benefit from your background. Volunteer to get
involved in current initiatives in your organization.
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Identify a project that you think
will increase your knowledge. Identify the learning
opportunities and maintain a log of your progress toward
growth.
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Seek out a mentor. Use this
opportunity to learn from others and ask for suggestions
on how to increase your skills in the field.
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Identify a technical area that others
(e.g., colleagues or customers) may need additional
knowledge in. Offer to make a presentation and follow up
with them to see if the information presented was
useful. Make modifications to presentation based on
feedback.
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Refer to your long-term career goals.
Keeping your goals in mind, prepare a list of all the
knowledge and skill areas you will need to acquire. Be
as specific and detailed as you can for each area. Map
out a plan to develop in the area you identified.
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Write an article and submit it to a
technical/professional journal or magazine for
publication.
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Become certified in your area of
technical/professional expertise.
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Identify rotational assignments that
will provide you with opportunities to gain experiences
that will enhance your knowledge, skills and abilities
and your career.
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Participate in strategic planning
meetings and high visibility committees. Identify ways
in which you can use your expertise to achieve strategic
goals and objectives.
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Develop a new concept that would
significantly impact the organization. Establish a
business case that supports the need for the new
concept. Develop an action plan. Assess feasibility and
the cost/benefits of the plan. Share your ideas with
your manager and trusted peers.
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Volunteer to act as a technical
advisor for a project in your community or at a local
school or college.
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Volunteer to speak about your
specialty area to colleagues in agencies, students,
members of professional organizations, or at a national
conference.
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Create a forum in your organization
to share information in your field with your colleagues.
Share industry trends and developments.
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Mentor someone who could benefit from
your expertise. Develop a mentoring plan. Solicit
feedback from the person you are mentoring regarding
their leaning experience.
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Behavioral-Based Interviewing Questions
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