UN Competencies for the Future

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Interview Report Writing
6 November 2009
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Competency Based Interview

• Structured interview which centered upon getting
  an individual to demonstrate competency by
  recounting past event (s)
• KEY ASSUMPTIONS
• Success on the job depends upon competencies for
  which you are interviewing
• Past is the best predictor of the future -
  Interviewees past behavior predicts his/her
  future behavior for similar situation

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Competency Based Interview

• Main difference from Traditional Interviews
• Situational interview questions about how
  applicants may handle specific job situations
• What would you do if faced with X situation?
• Non-directive interview uses general questions
  from which other questions are developed
• What do you know about X ?
• Competency based interview - enables applicant
  to show evidence of past performance. Ask for
  actual stories and use targeted questions
• .

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Competency Based Interview

• Tell me about your most successful ..?
• Describe your most difficult ..?
• When have you had to .. Walk me through that
  situation in detail
• Give me an example of a time when you .?
• .

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Competency Based Interview

• - Choose up to five competencies to focus on
  during the interview (research indicates that
  more than five key areas are difficult to assess
  thoroughly and accurately in an interview).
• - 2 opportunities to obtain information during
  interview
• -listening to verbal statements
• -observing the candidate (gesture, eye contact,
  voice etc)
• Both are important and are interrelated.

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What is Competency?

• COMPETENCIES
• Combinations of skills, attributes and behaviors
  that are directly related to successful
  performance on the job
• CORE COMPETENCIES
• apply to all staff of the organization
  regardless of their function or level.
• FUNCTIONAL COMPETENCIES
• apply to all staff within a given functional
  stream.

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What do Competencies look like in practice?

• - Relate more to what a person DOES, than what a
  person KNOWS , they are observable.
• For each competency it is possible to describe
  behavioral indicators actions or behaviors
  that exemplify the competency in practice

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What do Competencies look like in practice?

• Creativity
• Actively seeks to improve programmes or services
• Offers new and different options to solve
  problems or meet client needs
• Promotes and persuades others to consider new
  ideas
• Takes calculated risks on new and unusual
  ideasthinks "outside the box"
• Takes an interest in new ideas and new ways of
  doing things
• Is not bound by current thinking or traditional
  approaches

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What do Competencies look like in practice?

• Respect for Diversity
• -Works effectively with people from all
  backgrounds
• - Treats all people with dignity and respect
• - Treats men and women equally
• - Shows respect for and understanding of diverse
  points of view and demonstrates this
  understanding in daily work and decision-making
• -Examines own biases and behaviors to avoid
  stereotypical responses
• -Does not discriminate against any individual or
  group

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List of Core Competencies

• Ethics and Values
• Organizational Awareness
• Developing and Empowering People / Coaching and
  Mentoring
• Working in Teams
• Communicating Information and Ideas
• Self-management and Emotional intelligence
• Conflict Management / Negotiating and Resolving
  Disagreements
• Knowledge Sharing / Continuous Learning
• Appropriate and Transparent Decision Making

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List of Functional Competencies

• Advocacy / Advancing Policy Oriented Agenda
• Results-based Programme Development and
  Management
• Building Strategic Partnerships
• Innovation and Marketing new Approaches
• Resource Mobilization
• Promoting Organizational learning and Knowledge
  Sharing
• Job Knowledge and Technical Expertise
• Organizational Leadership and Direction
• Creating Visibility for UNDP/ Supporting UNDPs
  Capacity to Advocate
• Global Leadership and Advocacy for UNDPs Goals
• Conceptual innovation in the Provision of
  Technical Expertise
• Adaptation and Application of Knowledge /
  Innovations in Different Contexts
• Integration in a Multi-Diciplinary Environment
• Promoting Organizational Change and Development
• Strategic Alignment of Management Practice (HQ
  RSCs)
• Design and implementation of Management Systems
• Client Orientation
• Promoting Accountability and Results Based
  Management

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STEPS FOR INTERVIEW
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STEPS FOR INTERVIEW
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Dos and Don'ts
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STEPS FOR INTERVIEW
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How to Write Interview Report?

• Standard report structured
• 1. Aim of the Report gives background
  information on the reason for the report.
• 2. Findings point out discoveries made during
  the course of the report investigation.
• 3. Summary conclusions provides logical
  conclusions based on the findings.
• 4. Recommendations actions that need to be
  taken based on the findings and conclusions.

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How to Write Interview Report?

• The key actions are  
• Add to the notes and review the candidates
  responses.
• Summarize and classify the evidence for each
  competency covered in the interview.
• Make a rating based on the positive and negative
  behavior indicators, using the rating system
  provided.
• Make a final rating on the candidate and enter
  this on the Assessment Sheet.

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ROLE PLAY

Summary
VIDEO REFERENCE MAKE GROUP DISCUSSION
Frame work
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• THANK YOU