CBCompAssessPRESENTATIONrevised.3.18.09

8/13/2019 CBCompAssessPRESENTATIONrevised.3.18.09

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Module 1: Writing Your FunctionalCompetency Assessment

East Carolina University

Department of Human Resources

Classification and Compensation


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Competency Assessment Plan

Duties and Key Job Performance ManagementResponsibilities Responsibilities Work Plan

(Position (Expectations

Description) and Goals)

Career DevelopmentPlan

Statewide ECU Adapted Key CompetencyCompetencies Competencies Competencies Assessment

Plan


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PerformanceEvaluation

Assesses Employee based on Performance(HOW WELL they do their job)

Evaluate performance results on a five levelrating scale

Outstanding

Very GoodGoodBelow GoodUnsatisfactory


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Competency Assessment

Assesses employee based on the

knowledge, skills, and abilities that they

demonstrate based on the business need

of the organization (WHAT the employee

does in support of their position in the

organization)

Defined at the Contributing, Journey, and

Advanced levels


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Note:

unctional


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Key Functional

Competencies Expectations Final results

CommunicationVerbal

CommunicationWritten

Office Technology

Problem Solving

KnowledgeProgram

Information/Records

Administration

Budgeting

Copied straight from the

competency profile.


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Enter

Expectations here


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Key FunctionalCompetencies Expectations Final results

CommunicationVerbal Responds to questions/issues that deviate from standard operatingprocedures by determining and consulting appropriate resources such

as policies, manuals or other staff. Responds to requests for programand procedural information. Contacts service recipients, vendors, or

clients to provide or obtain information. Schedules and coordinates

appointments, meetings and events. Demonstrates the ability to work

with confidential and sensitive information.

CommunicationWritten Composes written communication with guidance using standardformats. Composes correspondence involving program or operational

procedures independently from general instructions or briefsummaries.

Office Technology Selects, understands and learns to apply features to integrate avariety of software programs, machines or office equipment that will

produce the desired results. May serve as a resource for the

unit/department.Problem Solving Assesses and may resolve unprecedented problems that require

research and review of policy and procedures. Applies judgment for

problem resolutions based on delegated authority from supervisor. KnowledgeProgram Understands programs and services to apply this knowledge in

problem-solving and responding to most questions and inquiries.

Uses program knowledge to interface with other offices and

organizations.Information/Records

Administration Records, compiles and summarizes data using established format.Compiles and organizes information from different sources to developreports and data.

Budgeting Monitors and reconciles departmental or program budget and trackstravel and office expenditures.

Functional Competency Assessment

Copy and paste

directly from the

competency profile

at the appropriate

level based on

overall level of the

position.


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Enter Final

Results


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Writing Your Final Results

Separate performance from competencies Stick to the facts

Give specific detail


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Key Functional

Competencies Expectations Final resultsCommunicationVerbal Responds to questions/issues that deviate from standard operating

procedures by determining and consulting appropriate resources such as

policies, manuals or other staff. Responds to requests for program andprocedural information. Contacts service recipients, vendors, or clients to

provide or obtain information. Schedules and coordinates appointments,

meetings and events. Demonstrates the ability to work with confidential and

sensitive information.

Handles all day-to-day calls and visitors.

Provided accurate information regarding the park.

Has begun to contact vending machinecompanies regarding stock and maintenance. Is

researching the purchase of new desk equipment

including a computer by contacting local

companies represented on state contracts to

obtain quotes and processing requirements.CommunicationWritten Composes written communication with guidance using standard formats.

Composes correspondence involving program or operational procedures

independently from general instructions or brief summaries.Handles letters for various reasons at request of

superintendent prior to sending out. Also wrote

rough draft of the yearly report based on the

format of the previous year.

Office Technology Selects, understands and learns to apply features to integrate a variety ofsoftware programs, machines or office equipment that will produce the

desired results. May serve as a resource for the unit/department.Has learned most aspects of computer in the use

of word processing and occasionally

spreadsheets for the yearly report. Assists others

in learning the computer and special features of

MS-Word.Problem Solving Assesses and may resolve unprecedented problems that require research

and review of policy and procedures. Applies judgment for problem

resolutions based on delegated authority from supervisor.Has handled problems with computer in

superintendents office by contacting Division

computer consultant to request maintenance.KnowledgeProgram Understands programs and services to apply this knowledge in problem-

solving and responding to most questions and inquiries. Uses program

knowledge to interface with other offices and organizations.Recent changes in the purchase andmaintenance of uniforms for park rangers has

occurred. Received the regulation changes and

made sure all rangers understood.Information/Records

Administration Records, compiles and summarizes data using established format.Compiles and organizes information from different sources to develop reportsand data.

Marks files so employees may be able to find

forms they need. Keeps files stocked with forms

for the division.Budgeting Monitors and reconciles departmental or program budget and tracks travel

and office expenditures. Monitors program expenditures and officeexpenditures by maintaining a spreadsheet for allitems expensed monthly. Also keeps track of alltravel done by park rangers and the park

superintendent.

Functional Competency Assessment

Final results are

based on the

knowledge, skills,

and abilities

demonstrated bythe employee.


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Determining

Overall Competency Level

Assess in relation to the established Functional

Competencies from the Competency Profile.

Review 1 competency at a time

Assign 3 pt. rating (C,J,A) for each competency

based on the final results


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Determining

Overall Competency Level (cont.)

Overall level = majority of individual Key Functional

Competencies

Exception - if one or more Key Functional

Competencies is more critical to the organization,

may carry more weight in final assessment.

Consistency must be applied to all employees


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What to Consider

How much variety in the work?

Is the work complex? How much independence?

Is decision making required?

What is the consequence of an error? Analytical skills required?

Types of tools/equipment used

Level of leadership


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What Not to Consider ..

Performance (U, BG, G, VG, O)

Years of service


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Enter

Development

Activities


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Selecting

Career Development Activities

What is the organizational need?

What employee competencies needdevelopment or strengthening to accomplish

the above?

What areas does employee wish to improve?

Include Employee and Supervisor

responsibilities


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Functional Competency AssessmentExample


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CBCompAssessPRESENTATIONrevised.3.18.09

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