Competencies IPMA-VA HR Directors' Retreat November 16, 2012

Welcome & Objectives

We will answer the questions: 1) What is a competency? 2) How do you integrate competency models into your

organization? 3) What does a competency model look like?

You’ll be introduced to competency models for: • HR Leaders • HR Associates • Executive Organizational Leaders • Team Leaders and Team Members

Your Presenters

• Ken Robertson – HR Director, VRS 2006-present

– HR Director, VEC 2000-2006

– HR Leadership Roles at VDOT, 1994-2000

– 20 yrs U.S. Army in Personnel and Administration

– Master of Business, University of Richmond

– Master of Science in Management, Naval Postgraduate School

– SPHR and IPMA-CP designation

– VA Chapter President of IPMA-HR from 2007-2010

– IPMA-VA Central Region Representative on IPMA’s Executive Board

– V.P. Community Leadership on Richmond SHRM’s Board

Your Presenters

• Roseanne Gutmann – HR Director, Faces of Hope 2011-present

– HR Director, Aerosol Plus, Inc 2008-2010

– Organization Development Consultant, 1996-2010

– HR Leadership Roles at VDOT, 1988-1996

– HR Employment/EEO, Charleston County, 1988

– EEO Manager, U.S. Department of Army, 1985-1988

– Master of Adult Education and HR Management, VCU

– Bachelor of Arts, Clemson University

– Certified Personal Trainer, Group Fitness, Lifestyle Coach

– Partner, CORE Wellness Initiatives, LLC

Agenda

• Define Competencies

• Discuss Competency-Based HR Practices

• Review 4 Models & Small Group Activity

– 2012 HR Competency Study Results

– Executive Core Qualifications

– Commonwealth of VA Competencies

– IPMA-HR Competencies

What are Competencies?

Competencies: identified behaviors, knowledge, skills and abilities

that directly and positively impact the success of leaders and co-workers

Core competencies: generally apply to most positions at each level in the

organization and lay the foundation for developing a highly qualified and effective workforce

Competencies: serve as a map to career and organizational success and can create a positive work culture

Competencies

Professional Development and Training

Performance Management

Hiring Compensation

Competency-Based HR Practices

2012 HR Competency Study

Six Primary Domains

Strategic Positioner

Credible Activist

Capability Builder

Change Champion

HR Innovator & Integrator

Technology Proponent

© 2012 The RBL Group & University of Michigan

Executive Core Qualifications

• Fundamental Competencies • ECQ 1 – Leading Change • ECQ 2 – Leading People • ECQ 3 – Results Driven

• ECQ 4 – Business Acumen

• ECQ 5 – Building Coalitions

IPMA-HR Competencies

• Business Partner Competencies

• Change Agent Competencies

• Leader Competencies

• Shared Competencies across Parallel Roles (HR Expert)

Commonwealth of Virginia Competencies

• Technical and Functional Expertise

• Understanding the Business

• Results Focus

• Customer Service

• Teamwork

• Interpersonal Communication

• Leadership

• Personal Effectiveness

Small Group Activity

Instructions: You have 20 minutes. Please analyze and discuss your group’s competency model. Answer the following questions and choose one person to share your answers with everyone. With regard to YOUR group’s model: 1. What are the strengths of this model? What do you especially

like about it?

2. What are the weaknesses of this model? What needs to be improved?

3. If you were to implement this competency model within YOUR organization:

- what do you think would work? - What would NOT work? Why?

Wrap Up

• Q&A

• Thank you for your participation

• Evaluation Forms