Competency Glossary

GLOSSARY Ability Accountability Advanced

Baseline Advancement Behavioral measures Benchmark jobs Benchmarking Broadbanding

Career Career track Category

the knowledge, experience, and skill that an individual or group brings to a particular task or activity; can be determined by past performance responsibility for oversight and provision of reports on actions, causes, and results knowledge of functional skills and procedures required to perform tasks that involve isolating and defining unprecedented conditions, resolving critical problems, or testing and implementing new strategies absolutely necessary skills or knowledge needed to perform routine tasks horizontal movement from one level to another within a band; determined by an employee's mix and level of skills, duties and responsibilities examples that indicate demonstrated competencies of a job jobs whose contents are well known and relatively stable over time and are common across a number of different employers employers and not unique to a particular employer comparing specific measures of duties, competence, or performance against data on those measures in "best practice" organizations a compensation strategy which collapses a large number of salary grades into a smaller number of "broad bands" with wider ranges; allowing work unit flexibility for managing pay, while maintaining market competitive pay opportunities the sequence of work-related positions occupied throughout a person's professional life progression of jobs within a related skill area in an organization; increasing in complexity and responsibility grouping of same type of competency skills in job/occupational families based on similarities in attributes such as tasks performed, required skills, career progression and the work process

Classifying individual employees into obs/ obs/ca cate te orie ories s Coaching

assignment to the appropriate level of a job category; based on skills, qualifications and unit's needs

Communication

conveying ideas, information, and/or instructions to others in an effective manner; may be demonstrated by listening attentively, clarifying information when necessary, and providing constructive feedback jobs with similar knowledge, skills, and characteristics are paid similarly even if actual duties differ significantly a standard index that helps assess how managers actually pay employees in relation to the midpoint of the salary range established for jobs; estimating how well actual practices correspond to intended policy; calculate as: actual salaries/range midpoint job attributes that provide the basis for evaluating the relative worth of jobs inside the organization; must be work related, business related, and acceptable to the parties involved

Comparable worth Compa-ratio

Compensable factors Competency Competency Model or matrix Complex

helping others learn through formal or informal methods, such as providing constructive feedback, guiding others to perform tasks, and acting as mentor

pattern of knowledge, skills and characteristics that is observable and measurable through defined behaviors; a description of roles rather than job duties description of the particular combination of knowledge, knowledge, skills, and characteristics needed to effectively perform a role in an organization; used as a human resource tool for selection, training and development, and appraisal conceptual or strategic assignments involving the interrelation of multiple elements in order to provide a solution to or understanding of a problem

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Conflict management Creativity Customer service

resolution of grievances, confrontations, or disagreements in a constructive manner with minimal negative personal impact engaging in innovative and improved methods to accomplish goals satisfying the needs of University stakeholders through accurate needs assessment, delivery of information or assistance, problem resolution and provision of quality products or services

a reduction in level Demotion Desk job description list of essential job duties and responsibilities specific to a particular job at the unit level knowledge, skills and characteristics that distinguish superior performance from average performance a specific work segment composed of several tasks that are performed by an individual the depth, scope, integration, and application of skills within and outside the body of knowledge or specialty applicable to the individual category pay relationships among organizations; attention is focused on the competitive positions External reflected in these relationships competitiveness Financial resources responsibility for the preparation, justification, and/or administration of the budget for program areas; management of expenditures to ensure cost-effective support support of programs and management policies; assessment of the financial condition of the organization effectively adapting work behavior or work methods in response to new information, changing Flexibility conditions, or unexpected obstacles using information from the past and present to identify expected future conditions. Forecasting description of the particular combination of knowledge, knowledge, skills, and characteristics needed to Functional effectively perform a role in an organization; used to determine the progression of staff competency matrix employees responsible for the functional activities (versus managerial) in the achievement of organizational goals activities that involve the following functions: functions: recruitment and Human Resources positions with typical work activities retention; employee relations; benefits; professional development; performance evaluation; job job family analysis; immigration issues; compensation; support of a diverse workforce; worker's compensation; unemployment compensation and appropriate policy development

Differentiating competencies Duty Effective knowledge

Human resources management

Information Technology job family

Innovation Intermediate Internal equity

responsibility for the appropriate selection, selection, utilization, and development of staff; distribution, coordination, and monitoring of work assignments of others; performance performance evaluation; implementation and oversight of policies and procedures designed to ensure the fair and equitable treatment of all employees positions with typical work activities that involve the following functions: computer operations; design, installation and/or maintenance of IT infrastructure components such as servers, networks and workstations; programming (including Web programming and data interface programming); database creation, administration and/or maintenance; end user support for common software applications such as word processing, spreadsheet, email, personal appointment scheduling, and Internet access; end user support for hardware installation and/or repair applying new and creative methods for solving problems or improving processes knowledge of functional skills and procedures required to perform a variety of tasks that deal with conventional problems questions or situations the comparison of salaries between internal employees who are performing performing similar tasks; based on what the person brings to the organization (education, experience, experience, productivity and



Job analysis Job content Job description

Job evaluation

Job family Job profile

Job specification Job structure Lateral Leadership

Level

Level I

Level II

Level III

Level IV

a systematic way to gather and analyze information about the content of jobs, human requirements, and the context in which jobs are performed information that describes a job including responsibility assumed and/or the tasks performed a summary of the most important features of a job that identifies the job and describes the general nature of the work, specific task responsibilities, outcomes, and employee characteristics required to perform the job process of systematically determining the relative worth of jobs within the structure of the organization; based on a combination of job content, skills required, value to the organization, organizational culture and the external market group of jobs connected by a common function but requiring different skill and responsibility levels narrative documentation that indicates the duties and responsibilities of a job as well as the knowledge, skills, and characteristics an individual needs to perform the job satisfactorily official University job description outlining the general duties and responsibilities of a particular job or position relationships among jobs inside an organization based on work content and the job's relative contribution to achieving organization's objectives a move to the same level in another job category influencing, motivating, and challenging others; having the ability to adapt style to a variety of situations; effective communication of a shared vision and taking responsibility for its implementation a logical progression of increasing knowledge/skills/characteristics, responsibilities, responsibilities, and impact on the organization; allows for employee movement movement as unit needs change and employees develop new skills demonstrating baseline competencies in assigned tasks; knowledge of fundamental concepts, practices, and procedures of a particular field of specialization; performing assigned tasks with direct supervision; work is routine with detailed instructions and requires little evaluation, originality or ingenuity demonstrating intermediate competencies in assigned tasks, applying fundamental concepts, practices and procedures of a particular field of specialization; performing work that is varied and may be somewhat difficult in nature, usually involving limited responsibility and may require some evaluation, originality and ingenuity demonstrating proficient competencies in assigned tasks; possessing and applying broad knowledge of concepts, practices and procedures of a particular field of specialization for the completion of difficult assignments; usually works with minimal supervision, conferring with superiors on unusual matters; assignments are broad in nature, usually requiring evaluation, originality, and ingenuity; may be assisted by lower level staff and has some latitude for unreviewed action or decision demonstrating advanced competencies in assigned tasks; possessing and applying advanced knowledge of a particular field of specialization for the completion of moderately complex assignments; possessing a broad business perspective; stimulation of others through ideas and knowledge planning, conducting and supervising assignments, reviewing progress and results; involved as a mentor or idea leader; utilizing a strong internal and external network to represent the organization effectively to stakeholders and external groups



Level V

demonstrating mastery of assigned tasks; possessing and applying comprehensive knowledge of particular field of specialization to the completion of complex assignments with broad, organization-wide, national, and/or international impact; recognized expert; defining/driving critical business opportunities and needs; operating with substantial latitude for unreviewed action or decision; representing the organization organization on critical strategic issues, issues, extending mastery of job knowledge to principles, theories, and practices of related specialties

Management competency matrix

description of the particular combination of knowledge, knowledge, skills, and characteristics needed to effectively perform a leadership roles in an organization; used to determine the progression of those employees responsible for the attainment of organizational goals through planning, organizing, leading, and controlling resources a series of categories grouped for job evaluation and wage and salary administration purposes on the basis of common skills, occupational qualifications, technology, licensing, working conditions, union jurisdiction, workplace, career paths, and organizational tradition

Market cluster

Market data

Market equity

Market index

Market pricing Market ranges Market survey Mastery

Matrix Mentoring Negotiating/ influencing Organizational awareness Organizational culture Planning and

information provided in standard, published surveys of pay practices in a variety of organizations; may include variables such as average salaries; range minimums, maximums and midpoints; number of employees in surveyed organizations; types of industries; geographical analysis; salary medians and percentiles the comparison of salaries between Penn State employees and and those in other comparable organizations who are performing similar tasks; based on what the person brings to the organization (education, experience, productivity and other skills or efforts) and the rewards received standard external measure that compares the internal salaries to the external market salary average for a particular category; calculate as: actual salaries / average market salaries setting pay structures almost exclusively through matching pay for a very large percentage of jobs with rates paid in the external market the span (minimum to maximum) maximum) of salaries from a midpoint which is based on a current market average a collection of data on existing compensation rates for workers performing similar jobs i n other organizations comprehensive knowledge of functional skills and procedures required to perform tasks that involve the planning, developing, and carrying out of vital projects of broad scope and wide impact medium, template for measuring progression an ongoing relationship in which experienced managers provide guidance, counsel and career advice to other individuals in the early stages of their careers persuading others to accept recommendations, or change their behavior; encouraging cooperation, and working with others toward an agreement or mutually acceptable solution understanding the organization's mission and functions, and how its social, political, and technological systems work and operating operating effectively within them; them; includes the programs, policies, procedures, rules and regulations of the organization a pattern of shared values and beliefs that gives meaning to members of an organization and provides them with rules for behavior organizing work, setting priorities and determining resource requirements; determining short-



Position title Problem solving Procedures Project leadership

Promotion Quality Readiness Reference market rate Salary broadband Self-management

Skill

a generic, formal, official title that is descriptive of the job functions performed, is reflective of standard organizational organizational titles, and can be linked to market market surveys assessing the accuracy and relevance of information information and using sound judgment for the generation and evaluation of alternatives and recommendations customary methods of implementing policies and standardizing related activities providing ongoing direction to peers and coordinating multiple tasks necessary for the completion of a multi-faceted assignment; responsibilities could include feasibility studies; project design and planning; ongoing resource, materials, and time management; performance feedback; and project implementation. advancement to a higher level work consistent with departmental standards, marked by accuracy, thoroughness, attention to detail; services or products products that meet or exceed expectations the extent to which an individual demonstrates the ability and willingness to accomplish a specific task; not a personal characteristic or an evaluation of a person's attributes the average wage rate paid for a job in the relevant job market as determined by current market data; different market rates can be identified within each band for each job family, cluster and category a number of market ranges within a broad continuum that relate to a specific job family displaying a high level of initiative, effort, and commitment in the completion of assignments; working with minimal supervision, demonstrating responsible behavior and motivation for achievement of tasks in a timely manner factors such as the experience, ability, education, and training required to perform the job

critically evaluating relevant issues when determining objectives and priorities for meeting an organizational mission and vision non-IT employee who dedicates a substantial portion of of time to work with software Super user applications that facilitate a primary business function (e.g., data analysis, financial management, web page creation/maintenance) effectively delegating and coordinating the work of others; contributing to the selection, Supervision training, development, and evaluation of assigned staff Support of diversity respecting the value of individuals regardless of their background or culture; creating and supporting a welcoming environment; participating in diversity programming and activities Strategic thinking

Task Team work Training Vision Willingness

Working title

a distinct identifiable work activity encouraging and facilitating cooperation, pride, trust and group identity for the achievement of group goals a learning process whereby people acquire skills or knowledge to aid in the achievement of goals a compelling picture of the long-term direction of an organization the extent to which an individual or group has the confidence, commitment, and motivation to accomplish a specific task; can be determined by watching a person's behavior in a particular situation title used by work units that is more descriptive of individual jobs than an a position title, outlining exactly what individual does for the unit

Competency Glossary

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