1.5 - About University

13.8J OB C OMPETENCIES: MEASURING ANDP REDICTING P ERFORMANCEContributed by Wilf Hiebert, and inspired Lyle and Signe Spencer.Leaders need objective measures for recruiting, training, and rewarding employees. Yet in modernknowledge-based organizations, the attributes that matter most are difficult to measure orobserve (e.g., initiative, creativity, confidence, political acuity, and so on). Clearly defined jobcompetencies help leaders to assess attributes related to job performance that are difficult tomeasure or observe. Once defined and validated, job competencies can be used for a range ofpractical purposes: as recruiting tools that detail specific, hard-to-define qualifications for a job;in developing job-related training programs; and in tailoring performance evaluation tools tospecific jobs.W HAT IS A COMPETENCY?A competency is an enduring, underlying characteristic of an individual, indicating ways ofbehaving and thinking that are directly related to an objective measure of effective job performance.➠➠➠Underlying characteristic refers to an enduring part of a person’s personality that predictsbehavior across job situations.Directly related means that the competency predicts performance.Objective means the competency can predict something being done well or poorly asmeasured by specific criteria.W RITING A COMPETENCY DEFINITIONCompetency definitions begin with intent: the motive or trait that underlies action toward abusiness result.➟Intent Action Resultmotives, traits, self-concept behaviors (knowledge, skills) on-job performanceU NDERLYING CHARACTERISTICSThe characteristics levels in this table can be thought of as being on a continuum, with the firstlevel (motives) being the most difficult to assess and develop, and the last level (skills) beingthe easiest to observe and develop.➟SECTION 13 TOOLS FOR LEADING PERFORMANCE 415