How Knowledge Fits In
Knowledge is content, while competencies are behaviours or
applications of that content. Both are important; for example, to integrate
values and ethics, including the Values
and Ethics Code for the Public Service,
into departmental practices, one has to be familiar with the Code. PSHRMAC, in
consultation with key stakeholders, is currently identifying management
knowledge needs that are required for the Public Service. Specific knowledge can
be identified for functional communities or departments to tailor the profile to
their specific needs.
Using the Profile
Departments can implement the Profile as is or adapt it and
supplement the leadership competencies to reflect their particular requirements.
Some departments have already done extensive work in competencies and may only
want to make adjustments to reflect the revised competencies. Departments need
the flexibility to reflect their own requirements. The competencies can be
weighed differently to do this; for example, in new organizations, strategic
thinking to develop a new policy framework may be stressed, whereas, in
organizations seeking to implement a new policy, management excellence may be
key.
When using the Profile, the level of detail required will depend
on the application. For example, in establishing the staffing requirements of a
position, one may need to simply refer to the four competencies; whereas, to
guide a performance discussion, it may be useful to have the effective and
ineffective behaviours as well.
Departments can now begin integrating the Profile into their HRM
strategies. Central Agencies are reflecting the Profile in corporate initiatives
and will work closely with departments and other stakeholders to provide the
advice and tools necessary to enable Public Service-wide Competency-based HRM.
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