EMPLOYERS’ ORGANISATION THE NATIONAL FRAMEWORK EXAMPLE BEHAVIOURS This Fact

employers’ organisation the national framework example behaviours this fact sheet contains a summary of the national framework co

EMPLOYERS’ ORGANISATION
THE NATIONAL FRAMEWORK
EXAMPLE BEHAVIOURS
This Fact Sheet contains a summary of the National Framework
competencies.
Each page begins with the name of a competency cluster, e.g. ‘How we
manage ourselves’.
On the left of each page are the competency titles for that cluster
(‘Managing own work’; ‘Developing own capability’ etc.).
Opposite each competency are examples of types of behaviour statements
that could be included within the competency.
When running workshops for reconstructing or producing competencies in
the same format as the National Framework, it will be useful to
produce prompt cards for each competency – example behaviours
combination. For example:
How we manage ourselves
COMPETENCY EXAMPLE BEHAVIOURS:
Managing own work Plans and structures own work
Prioritises activities
Uses appropriate tools and techniques
Checks progress against objectives
Establishes causes of conflicting demands
Considers options
Balances own needs with others’ needs
Adjusts priorities to achieve best outcome
Use the following pages to make prompt cards similar to above, if
needed.
How we manage ourselves
COMPETENCY EXAMPLE BEHAVIOURS:
Managing own work Plans and structures own work
Prioritises activities
Uses appropriate tools and techniques
Checks progress against objectives
Establishes causes of conflicting demands
Considers options
Balances own needs with others’ needs
Adjusts priorities to achieve best outcome
Developing own capability Take opportunities to learn and develop
Learns from different situations
Open to new ways of doing things
Does things efficiently
Ensures tasks contribute to objectives
Seeks to add value to own role
Presenting ourselves Persists to achieve goals
Sensitive to others
Resilient under pressure
Adapts to new events/situations
Treats people fairly and with respect
How we work with others
COMPETENCY EXAMPLE BEHAVIOURS:
Collaborating with others Provides assistance when needed
Encourages others to contribute
Shares experiences
Involves others in decisions affecting them
Establishes common ground
Generates mutual respect
Develops and manages networks
Encourages others to collaborate
Influencing outcomes Provides others with relevant information
Challenges others’ views
Adapts arguments to appeal to others’ needs
Identifies and seeks win-win outcomes
Identifies who to influence
Varies approach to get views across
Uses alliances to support arguments
Meeting user needs Establishes others’ needs
Checks and lets users know if needs are achievable
Ensures agreed needs are met
Follows agreed procedures where appropriate
Uses trends to prepare for requests
Contacts users ahead of need to check actual needs
How we provide direction
COMPETENCY EXAMPLE BEHAVIOURS:
Enabling people Accounts for individual needs and interests to agree
objectives
Provides balanced and constructive feedback
Ensures individuals are able to deliver objectives
Shows how individual work contributes to higher level goals
Keeps individuals informed about their progress
Informs individuals of decisions that are likely to affect them
Setting direction Develops local objectives from strategic goals
Contributes ideas to development of a strategy
Challenges assumptions about the way forward
Ensures organisational strategy accounts for local capabilities
Conveys clear vision of the future
How we move forward
COMPETENCY EXAMPLE BEHAVIOURS:
Solving problems Establishes underlying causes
Addresses the cause not the symptom
Considers options before deciding solution
Avoids escalating problems
Refers problem to appropriate role, if necessary, or takes necessary
action
Ensures problem is resolved
Developing services and Questions poor use of procedures
processes Shares views on inefficiencies
Seeks feedback on services
Monitors supply/use match
Seeks ideas for improvements
Tests ideas with potential users
Developing people Provides and supports development
Tackles poor performance promptly
Matches people to work demands
Gives high priority to developing others
Praises new achievements
Achieving change Focuses on benefits to self and/or others
Promotes goals of new initiatives to others
Shares examples of success with others
Ensures alignment of goals in organisation
Takes wide view of strategic needs
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Copyright 2005 © WHE (UK) Ltd FACT SHEET 5
Supplied for use by the Employers’ Organisation