Competencies are generally understood to be the work skills, strengths and personal abilities that people possess which define their ability to perform their job and related tasks at the required level.
Therefore the defining descriptive phrase may be written into a job profile by an employer and qualified by the level at which the job should be performed.
From your perspective, these competencies can be described as the strengths, skills and abilities that are uniquely yours and define the level at which you perform and enable a hiring manager to make an objective assessment of your suitability and capability to do the required job.
So, if you can match your own set of competencies to the set described in a job profile AND meet the performance level, then you would be a very suitable candidate for employment.
This is how corporate organisations often describe them in a job profile but be aware that these abilities will be specifically assessed at the final stages of selection process.
COMPETENCIES
(Level 1 - basic, through to, 4 - expert
- Basic
- Performing
- Advanced
- Role Model / Expert
- Role requires a generally low level of competence. It may only require an awareness of this competency, or may provide experience to operate at a higher level.
- Role requires a moderate level of competence, the ability to cope with standard problems/common situations, and competence at day-to-day application.
- Role requires a high level of competence, the ability to cope with unusual/non-standard problems and issues, and awareness of alternative options and approaches to situations. Requires ability to guide or advise others in this area and is able to look ahead and anticipate future needs.
- Role requires an exceptional level of competence and advanced application. Requires ability to develop innovative approaches, stretch others’ thinking and challenge them to excel by setting exceptional standards.
A Typical Competence Framework In A Job Profile
These competencies are typical of what you might see for a relatively senior / executive role with some management responsibilities.
Customer Focus Level 3
- Actively seeks to identify, understand and give priority to meeting customer requirements
- Acts in accordance with the needs of customers (external or internal), partners and the wider community
Change orientation Level 3
- Looks for and proposes ways to improve service and will, if necessary, challenge the status quo to produce improvement
- Shows initiative, and adapts to change requirements, by continually striving to improve processes, activities, and own performance
Results focus Level 3
- Sets and delivers stretching targets, in line with the Corporate Plan & Priorities and with the organization's standards and procedures
- Seeks and takes responsibility for enhancing performance
- Does what is necessary to achieve the required output, rather than just performing a set of tasks
Working in Teams Level 3
- Co-operating with others, working together and being a part of a range of teams as appropriate. Delivering against team, departmental and corporate objectives
- Shares information with colleagues and partners to enable them to carry out their role more effectively
Job expertise Level 4
- Has the necessary technical and professional knowledge and expertise, and uses it effectively.
- The areas of job expertise required vary significantly between services and between roles as such the areas required in any specific role must be discussed with individuals
Managing Self Level 3
- Displays commitment to, and takes responsibility for, the direction of personal and organisational development. Proactively seeks to continuously improve own performance and does not accept sub-standard outputs and actions
Communication Level 3
- Excellent inter-personal skills
- Listens attentively and speaks and writes fluently, clearly and succinctly
- Confidently discusses issues in an engaging and persuading manner
- Proactive, open, and honest sharing of information
- Discusses important and sensitive issues face to face
- Gives colleagues the necessary information for them to do their job effectively
- Pays attention to the detail
- Explains complex issues clearly and simply
Leading in the Organisation Level 3
- Leads change and ensures effective implementation through programme and project delivery.
- Provides direction for the organisation and individual departments.
- Gains commitment from stakeholders to the vision, strategy and the resources required.
Managing People and Business Level 4
- Manages their relationships with all staff who report to them, and with other people, in a way that recognises the Council’s
- Vision, celebrates and promotes diversity, delivers a customer-centric approach, and allows staff and colleagues to develop to their full potential
- Demonstrates sound financial, business and resource management
How you might include your competencies in a core competency statement at the top of your CV.
Typical Competencies Statement Used In A Payroll Manager's CV:
- Payroll Management: Large scale payroll management and Project Management for headcount up to 15000; HMRC reporting to include Year End, P11Ds, PSA and Share Schemes.
- Staff Management: Appraisals and staff training. Managing payroll teams of 20 to ensure a robust people succession plan to meet future business needs and develop individual talent within payroll with appropriate training and development plans in place aligned to business priorities.
- Leadership Skills: Highly developed interpersonal skill with an aptitude for team working and coordination. Highly effective as a team leader, coordinator and motivator with strong ability to deal with a wide range of people and work on own initiative to meet challenging deadlines.
- Advisory: Providing expert advice and counselling on projects with a Tax or National Insurance liability, assists line managers to understand and implement change, policies and procedures; promoting equality and diversity as part of the culture of the organisation.
- IT skills: Proficient in Microsoft Office packages; Word, Excel, PowerPoint, HR databases including People Soft, Ceridian, SAP, HRI, Sage and others.
- Change Management: Evaluating payroll processes, identifying areas requiring improvement and implementing change procedures. audit processes / testing changes, updated and upgrades. Develop and implement SLAs with relevant Business Parties.
From your perspective as a prospective employee, these competencies are the strengths, skills and abilities that are uniquely yours and define the level at which you perform. This enables a hiring manager to make an objective assessment of your suitability and capability to do the required job.
When you submit a job application, if you can match your own set of competencies to the set described in a job profile AND meet the performance level, then you would be seen as a very suitable candidate for employment.
You are here: Competencies - now be sure to visit the main Key Strengths page for extra reading and information about defining your own competencies as your key strengths to offer an employer.
These pages also have relevant information to help you further:
You will probably also want to visit my CV Writing Services page for information about how I can make use of your particular competences in your CV or continue to Interview Questions for help with using your strengths to answer interview questions.
Return to Your Career Change home page.
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