FAS Leadership Development Program Competency Development and Assessment
FAS Leadership Development Program
- FAS Leadership Developmental Plan 2007-2008 Instructions
- FAS Leadership Developmental Plan 2007-2008
- FAS Competency Self Assessment 2007
- Competency Confirmation Questionnaire (*.doc)
- Brief FAQ
2006-2007 Top 11 Competencies
Customer Orientation
Building Trust
Establishing Strategic Direction
Adaptability
Team Development
Empowerment/Delegation
Developing Strategic Relationships
Driving for Results
Information Monitoring
Mobilizing Resources
Valuing Diversity
FAQ
1. What is a competency?
A competency is label that represents similar job activities or behaviors. Competencies are important to success in a particular job family or position. Competencies have names like planning, decision making, and building trust.
2. Why is it necessary to spend all of this time developing competencies?
Any meaningful development needs to be focused on defined skills or competencies that are identified for a given job. The benefit is to more effectively develop our leaders in their current positions, and for future advancement. This is particularly true as we consider succession management and the pending shortage of key employees in the near future.
3. Aren’t we different from other businesses? Don’t we need a customized set of competencies that describe our work?
Competencies are tied to jobs or job families. As such, they reflect behaviors that are necessary to be successful in a given function. In the case of leadership positions, many behaviors cut across jobs and job families. One example of this would be “Building Organizational Talent”, which is important regardless of the organization or type of business.
4. Why are competency assessments and leadership development suddenly important now?
Leadership development is an important initiative to the University of California overall. A significant number of leaders at all levels at UCSF are eligible to retire at any time, or in the near future. This would produce a significant leadership void. During President Dyne’s recent Irvine Leadership Summit attended by the Chancellors and Deans, the development of leadership within UCSF was discussed, and efforts are under way at almost every UC to develop leaders.
The importance of leadership development was clearly identified during strategy development efforts that are currently underway. Approximately 45% of key leaders interviewed identified leadership development as potential barrier to achieving our vision.
Achieving our vision is a climate of increased visibility, accountability, and the need to make more effective use of our resources requires that this effort move forward in a purposeful way that is driven by our strategy.
5. How will competency assessments be used?
Each member of the Leadership Group will be asked to prioritize the competencies and assess themselves. The top ten competencies will be identified for FAS, and the results will be compiled to drive future developmental planning. No individual results will be shared with the Senior Leadership.
6. Will results be used for any other purpose than individual development?
No, the results will only be used for individual development. The purpose of the program is to develop target areas and to create developmental plans for FAS Leadership.
7. What will it mean if I score low on a given competency?
A low score represents an opportunity for development, and will help provide guidance in the creation of individual development plans by Management Group members.
8. Will this assessment be used for performance appraisals?
No – individual results will be shared only with each person completing the assessment. Compiled results will be used to identify potential opportunities in organization wide development.
9. Is everyone going to be required to participate, or is participation optional.
Participation is mandatory to ensure that each Management Group Member has a development plan, and to get a comprehensive picture of leadership development needs in FAS.