COMPETENCY MATRIX

Job Knowledge/Professional Development – Technically and professionally skilled in all position responsibilities and duties. Seeks new skills and opportunities
for self development.
5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory
Possesses job knowledge that Demonstrates thorough Demonstrates a basic Has mastered the application Shows a basic lack of
is demonstrated thorough understanding of all understanding of all job of most procedures and understanding of how to
understanding of how to procedures and processes knowledge skills, procedures processes required for fully perform routine assignments,
perform regular work required to effectively perform and processes; knows successful job performance. even after repeated
assignments as well as how all assignments. Very rarely resources to seek guidance In those areas where orientation. Frequently
those assignments relate to needs help regarding how to for clarification as needed. additional knowledge and requires assistance from
other areas. Serves as execute a given assignment. May seek clarification on new expertise are required, supervisor or others in order
resource to others regarding When new procedures or assignments, but once satisfactory or better progress to complete task due to lack of
work processes and processes are introduced, understood does not need is being demonstrated toward knowledge of applicable
procedures. Significantly learns quickly and begins additional support and can their attainment. Requires procedures. Appears to work
exceeds expectations on all efficient application. apply process to a similar above average level of independent of established
tasks. Continuously strives to Consistently produces quality assignment. Willing to supervision on most tasks to department mission. Requires
further improve job work under minimal expand job knowledge with be effective. Accepts high levels of supervision to
knowledge. Constantly solicits supervision. . Uses supervisory guidance. Seeks performance feedback and effectively complete job
feedback from others performance feedback to and accepts feedback demonstrates a willingness to duties. Unwilling to accept
regarding their performance. effectively alter and improve regarding performance and apply such information to feedback from others
subsequent performance. demonstrates a willingness to improving performance. Has regarding performance. Is not
Often seeks ways to expand apply such information to demonstrated desire to interested in acquiring
job knowledge to support the improving performance. Has acquire additional additional skills/knowledge
mission of the department. demonstrated desire to skills/knowledge that will allow that will allow them to
acquire additional them to contribute to the contribute to the fulfillment of
skills/knowledge that will allow fulfillment of the department’s the department’s goals.
them to contribute to the goals but has not followed
fulfillment of the department’s through with acquiring new
goals. skills or knowledge.
 COMPETENCY MATRIX

Leadership Skills/People Development – Displays initiative. Motivates subordinates. Fosters teamwork. Develops high professional goals, objectives and
deadlines.
5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory
Consistently demonstrates Demonstrates a thorough Demonstrates an Understands most important Cannot provide an adequate
knowledge and support of the understanding of key goals understanding of key goals aspects of department goals. explanation of department
mission and business plans and mission of department. and mission of department. Works well within a team mission and strategy when
of the department. Inspires Understands how their Develops working structure but does not serve asked. Shows no desire to
and guides others toward professional/technical relationships in order to in a leadership role or foster know and understand
goal accomplishments; knowledge, skills, and complete assignments and teamwork. Sometimes shows departmental goals and
consistently develops and experience can be applied to ensure consistency within the initiative by taking action strategy. Unwilling to take
sustains cooperative working fulfill department mission and department. Facilitates team without being asked or told. action without being first told
relationships; fosters goals. Is able to find way to oriented work processes When faced with obstacles, to do so by a peer or
commitment, team spirit, engage others through through application of basic often gets “stuck" in supervisor. Waits for others to
pride and trust; shares teamwork. Develops and project management skills. frustration. Generally accepts take action first. Has not
leadership and helps the sustains cooperative working Works to overcome obstacles responsibility for assigned become familiar with work
team become interdependent relationships; fosters but occasionally needs work and performs tasks as environment and available
by facilitating participation commitment, team spirit, direction and support to directed; however when resources. Is not fully adept
and group interaction. pride and trust. Always succeed. Accepts obstacles prevent a task from at basic aspects of work
Consistently demonstrates performs assigned tasks as responsibility for assigned being completed, may stop routines and processes and
ability and willingness to directed. Persistent in work and performs tasks as work and wait for direction. does not seem able to
seize opportunities and overcoming obstacles. directed. Most of the time Becoming more familiar with progress at an acceptable or
resolve problems. Sees what Consistently accepts ensures that results are work environment and better rate.
needs to be done and takes responsibility for assigned complete and meet available resources. While
appropriate action. Often work and performs tasks as expectations prior to not fully adept at all aspects
completes tasks ahead of directed. Always ensures that beginning a new assignment. of work routines and
schedule and provides results are complete and processes, is progressing at
assistance to others. meet expectations prior to an acceptable or better rate.
Understands and beginning a new assignment.
demonstrates the ability to
effectively prioritize
assignments to make the
most efficient use of time and
resources.
 COMPETENCY MATRIX

Problem Solving/Decision Making – Gives reasonable consideration to all facets of issues that may arise. Gathers and analyzes information. Seeks input and
positive feedback from others. Makes timely decisions. Communicates decisions to all affected parties. Resolves conflict in a positive manner.
5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory
Displays creativity in seeking Always approaches Usually approaches problem Is transitioning in the area of At times, decisions are hastily
solutions to problems and in problem solving in a solving in a systematic problem solving and decision made without fully
making decisions. Is able to systematic manner. manner. Often seeks making. Has come to considering the possible
integrate new ideas with current Identifies all resources resources available for help understand the need for a consequences. Problem
approaches. Effectively identifies available for help and as necessary. Assures proper more comprehensive solving efforts are erratic and
potential problems before they involves peers and documentation and follows up approach to reaching often not totally effective.
arise and acts on problems in the subordinates as to ensure problem is solutions and recommending Tends to work alone on
early stages. Once solved, necessary. Tracks issue, resolved. Decisions are well outcomes or taking action. Is problems, not soliciting the
problems do not arise again. keeps management thought out and made in a willing to listen to a variety of input of peers or
Makes good decisions with abreast of concerns and timely. Often interacts with a opinions. Demonstrates a subordinates. The same or
limited but accurate information follows up to ensure variety of individuals in an willingness to learn from similar problems seem to
while working within schedule. problem is does not assortment of settings. Can mistakes/failures in order to reoccur on a regular basis.
Actively seeks input when reoccur. Decisions are accurately assess situational adapt behavior effectively. Lacks ability to adapt
making decisions and openly well thought out and demands and employ behavior in accordance with
encourages a diversity of made in a timely and appropriate behavioral situational demands.
opinions. Possesses a variety of logical manner. Keeps response.
strategies for solving problems. supervisor informed of
progress and results on a
regular basis. Effectively
follows up to ensure
objectives are met.

Relationship Building – Maintains healthy working relationships. Team player. Good listener. Appreciates diversity of others.
5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory
Builds and maintains outstanding Builds and maintains Develops successful working Has difficulty at times Has difficulty building and
working relationships with others. successful working relationship with others; may interacting appropriately with maintaining good working
Consistently demonstrates the relationships with others. need guidance from others. May apply basic relationships with others.
highest level of understanding, Shows respect for others. peers/supervisor in communications skills but, at Demonstrates lack of
courtesy, tact, empathy, and Applies active listening understanding his/her role in times, behavior indicates lack sensitivity toward others.
concern in all interactions. Is skills to most situations. being a team player and of understanding of and/or Does not listen to others;
sought out by others to provide Deals calmly and maintaining a healthy working respect for others. Often has does not apply basic
input into resolving a issue effectively with stressful relationship. Listens well, difficulty dealing with stressful communication skills to
between employees. Actively situations. Appreciates a applying best practices in situations. ensure information is being
seeks input from relevant variety of perspectives. communication to ensure shared appropriately. Avoids
sources when making decisions information is received and a diverse set of options.
and openly encourages a understood. Appreciates a Avoids stressful situations.
diversity of opinions. Always variety of inputs but
willing to listen to multiple occasionally does not seek
perspectives. Excellent at other perspectives due to
managing stressful situations. perceived time constraints or
project constraints.
 COMPETENCY MATRIX

Communication Skills – Is skilled at oral and written communications. Demonstrates effective interpersonal communication with subordinates, peers and
supervisors.
5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory
Demonstrates oral and/or Communicates with others Effectively communicates Generally presents ideas in a Often fails to make thoughts,
written communications skills effectively, speaking and/or in with other in speaking and/or clear, concise manner ideas and explanations clear
that result in very clear and writing. Possesses and uses writing but may seek however may not be able to to others, speaking and/or in
concise messages and vocabulary required to advice/editorial input from sort “good to know” from writing. Feedback is typified
feedback. Exhibits the ability successfully express peers or supervisor. In most “must know” information. Not by the need to reword or
to explain or describe in a thoughts, ideas and cases presents thoughts and as confident in elaborate in order to obtain
manner that is easily explanations. Presents ideas in a clear, concise communications skills. Only required level of
understood by most comprehensive feedback. manner. occasionally is additional understanding.
recipients. Keeps supervisor and co- feedback is required to
workers informed. ensure understanding of
message.

Organizational Citizenship – Volunteers to carry out task activities that are not formally part of a job. Persists with extra enthusiasm or effort when necessary
to complete task activities successfully. Helps others. Follows organizational rules and procedures even when doing so is inconvenient. Endorses supports and
defends organizational objectives.
5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory
Consistently demonstrates ability and Frequently takes action Often takes action without Sometimes attempts to take Unwilling to take action
willingness to seize opportunities and without being asked or told being asked or told by a action without being asked or without being first told to
resolve problems. Sees what needs by a peer or supervisor. peer or supervisor. When told. When faced with do so by a peer or
to be done and takes appropriate Persistent in overcoming faced with obstacles either obstacles, often gets “stuck" supervisor. Waits for
action. Significantly exceeds obstacles. Consistently finds a course of action or in frustration. Requires above others to take action first.
expectations on all tasks with produces quality work seeks guidance to average level of supervision Requires high levels of
minimal supervision. Pushes the under minimal supervision. overcome. Generally on most tasks to be effective. supervision to effectively
limits of his or her job toward the Always has a produces quality work under Is learning to appreciate the complete job duties. May
achievement of goals. Makes sound comprehensive picture of minimal supervision. Is goal significance of goal setting tend to lose sight of
judgments about when and where to the end results desired. Is oriented by may need and achievement. Is desired end results by
take risks in order to obtain results. goal orientated and assistance in prioritizing beginning to show becoming too immersed
Impacts and influences others in effectively prioritizes the resources, projects. Keeps understanding of scope of in project or process
promoting his or her point of view. channeling of available supervisor informed of strategic initiatives and the detail. Often loses track
Reacts immediately and effectively to resources. Keeps progress as needed, not in relationship to shorter term of and therefore is unable
changes in plans and priorities. supervisor informed of a formal or routine manner. goals. to communicate progress
Shows exceptional ability when progress and results on a Seeks to understand new or lack thereof. Tends to
forced to manage through a crisis regular basis. Effectively policies/ initiatives in order lose sight of the “big
situation. Views new challenges as follows up to ensure to support them and picture.” Consistently
opportunities for improvement and objectives are met. encourage others to do the unreceptive to change
embraces change enthusiastically. Embraces new same. initiatives and unwilling to
policies/initiatives and make an effort to conform
encourages others to do to new policies/initiatives
likewise.