Overview of Competencies Used in the State of Georgia

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Overview of Competencies Used in the State of
Georgia

• For more information
• Ann Phillips, SPHR
• 404-657-3407
• tann.phillips_at_spa.ga.gov

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Integrated Competency Based HR
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Current HR Initiatives
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What Is a Competency

• Competencies
• Attributes
• Knowledge
• Skills
• Abilities
• Other characteristics
• that contribute to successful job performance

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Types of Competencies

• Behavioral Competency Behaviors, knowledge,
  skills, abilities, and other characteristics that
  contribute to individual success in the
  organization
• Can apply to all (or most) jobs in an
  organization or be specific to a job family,
  career level or position
• e.g., teamwork and cooperation, communication
• Focus on the person
• Technical Competency Specific knowledge and
  skills needed to be able to perform ones job
  effectively
• Job specific and relate to success in a given job
  or job family
• e.g., knowledge of accounting principles,
  knowledge of human resource law and practice
• Focus on the job

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Competencies Job Redesign

• Technical competencies
• Are part of the job description
• Describe what a person needs for the job
• Generally a phrase or statement
• Behavioral competencies
• Are not part of the job description

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Behavioral Competencies

• Key Characteristics
• Observable and measurable
• Relate to the core purpose and values of an
  organization
• Focus on the person
• Contribute to improved employee performance
• Contribute to individual success within an
  organization
• Can apply to all (or most) jobs in an
  organization or be specific to a job family,
  career level, or position
• Are not part of the job description
• Drive organizational performance

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Types of Behavioral Competencies
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Integrated Competency-Based HR

• Strategic Planning
• Translates the organization's vision and goals
  into expected employee behavior
• Workforce Planning
• Links competencies to the agencys mission,
  vision, goals
• Assess and target skill and competency gaps
• Identify where to best focus training dollars
• Help determine what competencies are needed for
  today as well as the future
• Identify gaps between present skill sets future
  requirements
• Identify gaps at the agency level

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Integrated Competency-Based HR

• Performance Management
• Provides consistency in performance expectations
  and measurement
• Helps identify which behaviors most impact
  performance and success
• Used in individual development plans to target
  gaps and identify development opportunities
• Helps distinguish exceptional individuals that
  contribute to organizational success
• Provides feedback to individuals to move them
  toward exemplary performance

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Integrated Competency-Based HR

• Succession Planning
• Helps clarify characteristics required for
  targeted position(s)
• Focuses training and development plans to address
  competency gaps
• Allows an organization to measure its bench
  strength
• Helps target the agencys investment of both time
  and money for developmental purposes
• Helps provide a method for assessing readiness
  for the role

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Integrated Competency-Based HR

• Recruiting/Selection/Onboarding
• Ensures a more systematic interview process
• Provides a complete picture of job requirements
• Increases the likelihood of hiring people who
  will succeed in the organization
• Can prescreen job applicants
• Make selection decisions based on demonstrated
  ability to perform or evidence of results
• Reduce hiring costs and absenteeism / turnover
  rates

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Integrated Competency-Based HR

• Workforce Training and Development
• Provides the ability to focus on the skills,
  knowledge, and characteristics that have the most
  impact on effectiveness
• Ensures that training and development
  opportunities are aligned with organizational
  values and strategies
• Recognizes that most efforts to build
  competencies occurs through work experiences
• Helps individuals to discover their own
  competencies

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HR Initiatives Current Timeline

• Phase 1 Agencies DOAS, DCH, DCOR, EconDev, DHR
  part, DOR, GBI, SAO, SPA

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Integrated Competency Based HR
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