core competencies self-assessment tool

Core Competencies

Self-Assessment Tool

August 2006

UVIC Competency Self-Assessment Guide

This competency self-assessment is designed to help you identify your strengths and areas for development in relation to the UVic competencies. It will provide valuable information in your Performance Planning and Review.

FIRST - Clarify why you are conducting your self-assessment.

Why do you want to complete a competency assessment?

By answering this question, you can help clarify your objectives for the competency assessment process. Please mark

the box(es) below that best describe(s) your objective(s):

Provide the foundation for my own professional development; Assume more responsibility and exert more influence in my organization; Document my current competencies; Establish the basis for planning for the future; Conduct career planning or assist with career management activities; Other - explain

SECOND - Assess yourself against the competencies. Instructions are below.

Column one identifies the expected behavior of each competency. Column two asks you to identify how often you are demonstrating the behaviors of each competency. Check how frequently you believe you are presently demonstrating the described behavior for each competency. Use the following scale:

1= Not at all 2= Rarely (less than once/month) 3= Sometimes (less than once/week) 4= Often (about 1-2 times/week) 5= Very Often (almost daily)

Note: If you are using the on-line version, you can ‘check’ the frequency in the box provided.

UVIC Competency Self-Assessment Guide (Cont’d)

August 2006

THEN – Column three asks you to identify how important each behavior will be to your success over the next 1-3 years,

using the following 1-5 scale.

1= Not important 2= Of Little importance 3= Somewhat important 4= Important 5= Essential

Note: If you are using the on-line version, you can ‘check’ the importance in the box provided.

FINALLY - Look back over your assessment for those competencies you rated as lower frequency and higher importance. Ask yourself “Is this important for me to develop right now?” – Indicate YES or NO in column four. We recommend you take the time to interpret your results and plan your next steps using the Interpreting Your Self-Assessment Workbook, in the HR ToolKit (on the Human Resources website under Competencies). This information can be very helpful to your discussions with your Supervisor during Performance Planning and Review.

http://web.uvic.ca/hr/hrhandbook/Competencies/comp%20frame%20and%20assess.htm

CORE COMPETENCIES SELF ASSESSMENT CHECK how frequently you believe you are presently demonstrating the described behavior for each competency, in your work. THEN - For each competency, identify how important each behavior will be to your success over the next 1-3 years. FINALLY - Look back over your assessment and indicate which competency behaviors are important for development right now.

August 2006

A. Personal Effectiveness Demonstrates self-awareness and personal capability.

How often are you demonstrating this competency now?

How important do you believe this competency will be to your success over the next 1-3 years?

Important for you to develop now?

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1 2 3 4 5 1 2 3 4 5

Identifies own strengths and limitations.

Seeks opportunities for self-development.

Takes initiative to clarify own responsibilities and accountabilities with others.

Takes on different responsibilities to enhance learning.

Applies ‘lessons learned’ to new situations.

Seeks feedback about their impact on others.

Maintains confidentiality.

Maintains wellness by balancing work demands with personal priorities.

Manages stressors to remain engaged and productive.

Demonstrates effective time management skills.


August 2006

B. Commitment to Quality

Improves work practices to achieve desired results and support Productivity.




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1 2 3 4 5 1 2 3 4 5

Seeks opportunities to improve work practices.

Generates ideas for improvement.

Actively participates in implementing improvement initiatives.

Pays attention to the quality of his/her work.

Maintains quality standards of his/her work.

Monitors work results.

Evaluates work results to determine productivity.


August 2006

C. Navigating Change Demonstrates adaptability and resilience in response to changing work environment and demands.




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Seeks information about impacts of change to the work environment.

Demonstrates a willingness to view change from a positive perspective.

Manages personal reactions in the face of changing circumstances.

Is flexible in adopting changes to work priorities and practices when the need arises.

Learns relevant knowledge and skills to meet changing requirements.

Maintains effective working relationships during change.


August 2006

D. Communication Communicates effectively in conversation and writing with a broad range of people.




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Uses a communication style and method that is most effective for the situation.

Communicates in a tone and manner that demonstrates respect.

Listens without interrupting.

Asks questions to clarify understanding.

Speaks using clear language that is appropriate to the audience.

Writes clearly and concisely.

Communicates issues in a timely fashion.

Demonstrates awareness of, and responsiveness to, verbal and non-verbal differences across cultures.


August 2006

E. Building Equitable Relationships

Builds and maintains equitable relationships.




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Welcomes different perspectives to expand understanding of others

Seeks areas of common interest to strengthen relationships.

Demonstrates respect and courtesy to others

Follows through on commitments.

Acknowledges the unique needs of others.

Gives others the “benefit of the doubt”


August 2006

F. Teamwork

Actively collaborates with others to produce desired results in a supportive environment.




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Shares knowledge, expertise and encouragement to strengthen team performance.

Supports the team by “pitching in” to help when necessary.

Shares accountability for team results.

Supports the constructive resolution of conflict.

Collaborates with team members to solve problems.

Stands behind team decisions even if it is not his/her choice.

Recognizes accomplishments of others.

Appreciates the different strengths of team members.


August 2006

G. Service Focus*

Effectively assists and serves members of the University community to meet their needs.




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Acknowledges stakeholders concerns and issues.

Clarifies stakeholder expectations.

Provides feedback on the status of request.

Takes appropriate steps to resolve problems.

Balances stakeholder expectations with practical realities

Provides alternative solutions when original request cannot be met.

Reports on barriers to effective delivery.

* All those who work in the University Community have a responsibility to serve others.


August 2006

H. University Community Values the diversity of the University’s people and their cultures. Demonstrates an understanding of the University’s vision, mission and goals.




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Respects the practices, customs, values and norms of persons of unique cultures and backgrounds.

Respects the significant role of Aboriginal and Indigenous people in our community.

Uses formal and informal networks to achieve results.

Responds to diversity as an opportunity to learn new perspectives.

Seeks opportunities to make connections to develop an understanding of the university.

Core Competencies Self Assessment

Summary Sheet

August 2006

There are eight competencies in this framework.

From this self assessment, check off the two or three competencies that you gave the most “yes’s” to re: “important for you to develop right now”.

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A. Personal Effectiveness

B. Commitment to Quality

C. Navigating Change

D. Communication

E. Building Equitable Relationships

F. Teamwork

G. Service Focus

H. University Community

We recommend you take the time to interpret your results and plan your next steps using the Interpreting Your Self-Assessment Workbook, in the HR ToolKit (on the Human Resources website under Competencies).

This information can be very helpful to your discussions with your supervisor during Performance Planning and Review.

Check the

ones you

want to

focus on!

http://web.uvic.ca/hr/hrhandbook/Competencies/comp%20frame%20and%20assess.htm

core competencies self-assessment tool

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