Using the accompanying table as a guide, evaluate each of these two competencies, and place a check mark next to each of the components of a good competency description if the component is present.
Next, using the organizational knowledge and learning and strategic systems thinking competencies, create a five-point graphic rating scale for each indicator using anchors of frequency, amount, agreement, or evaluation.
Table
In describing a competency, the following components must be present:
Definition
Description of specific behavioral indicators that can be observed when someone demonstrates a competency effectively
Description of specific behaviors that are likely to occur when someone does not demonstrate a competency effectively (what a competency is not)
List of suggestions for developing the competency in question
The Department of Transportation (DOT) of a large midwestern state uses core competencies to measure performance in its organization. Two of its core competencies on which all employees are measured are "organizational knowledge" and "learning and strategic systems thinking." Organizational knowledge is defined as follows: "Understands the DOT's culture. Accurately explains the DOT's organizational structure, major products/services, and how various parts of the organization contribute to one other.