263074003-Competency-Dictionary
A practical guide and competency framework for administering the State System of Higher Education's Management Performance and Reward Program, linking manager behaviors and results to organizational goals.
This document equips managers in the State System of Higher Education to run a rigorous, behavior-and-results-based performance appraisal and development process. Built on Hay/McBer competency research, it defines nineteen management competencies—each with a graduated scale of observable behaviors calibrated to four levels of organizational contribution—alongside step-by-step instructions for setting SMART goals, conducting mid-cycle reviews, and rating both results and competencies. It translates System strategy into accountable, measurable individual objectives, establishes a common set of behavioral expectations aligned with System values, and provides a shared yet locally flexible framework for attracting, developing, retaining, and rewarding high-quality managers.
The model it argues
A framework in which role-appropriate competency demonstration and clear goal-setting drive results achievement, which is rewarded and supports organizational strategy, moderated by level of contribution.
Key ideas
- Goal Clarity and SMART Objectives
- The clarity, measurability, and organizational linkage of performance goals and Expected Results set around the position's needs.
- Competency Demonstration
- The degree to which a manager exhibits role-appropriate, cumulative behaviors defined across the nineteen competencies.
- Level of Contribution
- The role tier defining the expected competency profile and its scope of organizational impact.
- Development Planning and Feedback
- The quality of developmental need discussion, goal-setting, coaching, and progress feedback across the performance cycle.
- Results Achievement
- The degree to which actual results meet or exceed Expected Results.
- Overall Performance Rating
- The integrated appraisal outcome combining results and competency ratings.
- Reward and Motivation
- Merit-centered compensation and recognition that reward superior performance and motivate managers.
- Organizational Strategic Alignment
- The extent to which cascaded individual objectives and behaviors support and advance System strategy and change.