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RESULTS
ORIENTATION
Please
note: This competency profile will be revised to be consistent
with the Alberta
public service competency model.
COMPETENCY
DESCRIPTION
Below
is a description of the competency as well as behaviours
typically demonstrated by high performers in each classification.
Results
Orientation: Knowing what results are important,
and focusing resources to achieve them.
Behaviours:
|
Administrative
Support
|
Professional
|
Managers
|
| Creates
own measures of excellence. |
Improves
personal performance. |
Contributes
to work unit success. |
Contributes
to organizational success. |
| Uses
own specific methods of measuring outcomes against
a standard of excellence that exceeds established
standards or expectations. |
Makes
specific changes in work methods and skills to improve
personal performance and organizational results. |
Improvement
processes within the unit for the greater good of
the organization. Commits significant resources
to improve performance while taking action to minimize
risks. |
Demonstrates
a clear understanding of all the factors affecting
improvement of results within the organization. Analyzes
all options. Initiates actions to optimize
resources for the achievement of improved results. |
ASSESSING
YOUR RESULTS ORIENTATION SKILLS
The
Learning
and Development Toolkit on the Personnel Administration
Office website has a
self-assessment tool you may find helpful.
DEVELOPING
COMPETENCE IN RESULTS
ORIENTATION
- TIPS FOR STAFF
| Behaviour |
Ideas
for On-the-Job Competency Development
|
| Creates
own measures of excellence. |
- Write
your own personal statement of the results you
are committed to that you will invest your time
and energy in.
- With
input from your supervisor, develop a performance
management plan. Be sure to include group
and individual measures to gauge success as well
as scheduled progress reviews.
- Talk
to people in senior positions about their roles
and what it takes to be successful.
- at
the end of the day and the end of each week.
take some time to review the progress on your
goals and objectives.
|
| Improves
personal performance. |
- Request
feedback from your manager, colleagues, clients
and team members. Look for common themes. From
this feedback, identify one skill/ability to
work on. Develop a plan to improve in that
area and implement it. Remember to schedule
regular performance reviews.
- After
working on a strategy for a while with no success,
consider the lack of success a signal that you
may need to take another approach. Take
some time to brainstorm ideas on different approaches
you could take.
- Set
motivating rewards for yourself based on your
results and remember to reward yourself when
you reach your goals.
|
| Contributes
to work unit success. |
- Conduct
a work unit planning session. Brainstorm
successes and failures and use the ideas generated
to develop improved processes within the work
unit.
- Set
aside the appropriate time and resources to implement
the new processes.
|
| Contributes
to organization success. |
- Have
a discussion with a colleague, manager or senior
executive about the factors that affect the improvement
on results within the organization.
- To
practice analyzing, look at an organizational
decision that was recently made.
- What
were the factors that contributed to the
decision?
- What
were the other options?
- How
will this decision effect you, your department,
your clients and the organization?
- What
can you do to facilitate effective results?
- Take
some time in a staff meeting to discuss how your
group's performance contributes to organizational
success. Discuss organizational results
and what you and your team are and are not doing
to impact those results. Set reasonable
goals to maximize your teams impact.
|
DEVELOPING
COMPETENCE IN RESULTS
ORIENTATION
- TIPS FOR SUPERVISORS
| Type
of Support |
Ideas
for
Developing Staff
|
| Coaching |
- Keep
employees focused on their performance plans.
- Coach
employees as they find their own ways to improve
their personal performance.
- At
staff meetings, review progress on goals and
objectives.
- Help
employees articulate how their efforts have contributed
to the organization's goals.
- Involve
the work unit in discussions about how they can
work to increase overall performance.
|
| Development |
- Encourage
employees to take stretch assignments.
|
PREPARING
FOR AN INTERVIEW
- POSSIBLE QUESTIONS
- Describe
something you have done to improve the performance of
your work unit.
- Describe
something you have done to maximize or improve the use
of resources beyond your own work unit to achieve improved
results.
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