Wyoming Competency Model
The Wyoming competency framework is designed to help administrators, supervisors and employees identify key competencies required for high performance in a given job or category of jobs. Formatted into clusters, the core competencies are the central link between the State's workforce planning initiative and the Employee Performance and Development System (EPDS). Each cluster is comprised of a family of sub-competencies detailing:
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Definition;
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Behavioral descriptions defined in proficiency levels;
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Suggested activities for development;
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Recommended courses;
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Additional resources; and
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Interviewing questions.
Core Competencies
Leadership
- Advocacy, Influence & Entrepreneurial Sprit
- Builds Strong Alliances
- Collaboration (Institutional)
- Decisiveness
- Due Diligence
- Influence
- Internal/External
Institutional Awareness - Vision
Performance Management
- Budget & Fiscal Accountability
- Change Management
- Coaching, Counseling & Mentoring
- Conflict Management
- Development & Continual Learning
- Inclusiveness & Diversity
- Human Resource Management
- Motivation
- Program/Project Management
- Strategic Planning and Evaluation
- Team & Relationship Building
Workplace
- Building Consensus & Negotiation
- Collecting, Planning & Organizing, Analysis of Information
- Customer Focus
- Flexibility & Adaptability
- Networking
- Resource Management
- Responsiveness & Follow-up
- Tact & Diplomacy
- Teamwork
Analytical
- Active Learning
- Arithmetic & Mathematical Reasoning
- Basic Computer Skills
- Critical & Analytical Thinking
- Listening
- Problem Solving
- Reading/Reading Comprehension
- Reasoning
- Verbal Communication
- Written Communication
Personal Effectiveness
- Dependability/Reliability
- Initiative/Results Oriented
- Integrity/Honesty/Ethics
- Interpersonal Understanding
- Responsibility, Personal Accountability and Ownership
- Stress Tolerance
- Willingness to Learn
What is a Competency Model?
Source IPMA
One way to assess competencies is with a “competency model,” which is a map to display a set of competencies that are aligned with your organization’s mission, vision, and strategic goals. These models are simple, visual representations of the most critical knowledge, skills, and behaviors that underlie and drive superior performance in an organization and/or a specific job. The competency model is future-oriented and describes an ideal workforce. The competencies that make up the model serve as the basis for HR practices in the organization since they play a key role in decisions on recruiting, employee development, personal development, and performance management.
A competency model helps an organization bridge the gap between where it is now and where it wants to be. This occurs in two ways. First, because it is based on the competencies that support the mission, vision, and goals of the organization, the competency model serves as a guide for management decisions. Second, the competency model serves as a map to guide employees toward achieving the mission of their organization and their functional areas. The result is that management and staff works to have a common understanding of the set of competencies important to the organization.
A well-developed and documented competency model will serve as the basis for organizational training and development activities as well as recruiting new employees with critical competencies.