Competency Framework |
Statement |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
External Awareness (Level 3 – Intermediate): Synthesizes complex information gathered from a variety of external sources and disseminates it to staff |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Flexibility (Level 4 – Advanced): Adjusts organizational priorities quickly as situations change |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Resilience (Level 4 – Advanced): Responds to setbacks by developing alternative approaches to determine the best course of action |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Vision (Level 3 – Intermediate): Acknowledges organizational strengths and develops plan to address areas needing improvement |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Conflict Management (Level 3 – Intermediate): Manages conflict among team members by utilizing mediation techniques |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Customer Service (Level 3 – Intermediate): Designs and implements guidelines to improve products and services |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Decisiveness (Level 4 – Advanced): Changes course of action despite public support when new information indicates previous strategy would not succeed |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Entrepreneurship (Level 3 – Intermediate): Makes recommendation to invest in emerging technologies to produce new products |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Technical Expertise (Level 3 – Intermediate): Resolves technical issues promptly by determining and correcting problems |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Influencing / Negotiating (Level 3 – Intermediate): Develops trust among various parties involved in a negotiation process |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Written Communications (Level 4 – Advanced): Writes complex technical reports using clear terminology and a concise format for use by highlevel decision maker |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Continual Learning (Level 3 – Intermediate): Recognizes areas needing improvement and takes training to increase skills |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Creativity and Innovation (Level 3 - Intermediate): Solicits feedback from team members in the creation of new agency initiatives and services |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Flexibility (Level 3 - Intermediate): Takes feedback into consideration while implementing organizational change |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Strategic thinking (Level 4 – Advanced): Establishes strategic performance measures to allow the organization to continually assess and adjust program direction |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Leveraging Diversity (Level 3 - Intermediate): Recognizes and utilizes skills of staff with diverse backgrounds to benefit the organization, clients, and coworkers |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Team Building (Level 3 - Intermediate): Includes entire team in decision-making process when developing mission and goals for the division |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Problem-Solving (Level 4 – Advanced): Synthesizes information from internal and external sources to develop an action plan addressing program issues |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Influencing / Negotiating (Level 3 - Intermediate): Obtains union buy-in for a change in working conditions by using open and honest communication and by carefully listening to the union leadership's ideas |
U.S. Office of Personnel Management - Proficiency Levels for Leadership Competencies |
Creativity and Innovation (Level 3 – Intermediate): Displays creativity by deviating from traditional methods in developing new procedures |