Competencies

Act → Individual Skills

1) Accountability

Definition of Competency

  • The ability to accept full responsibility for one’s own actions and contributions, while consistently being committed to the success of the University.
  • The ability to take responsibility for all work activities and personal actions, while following through on their commitments.
  • The ability to implement decisions that have been agreed upon, maintain confidentiality with sensitive information, acknowledge and learn from mistakes without blaming others and recognizing the impact of one’s behavior on others.

How Competency is Measured

  • Defines objectives and strategies to meet the University’s needs and goals.
  • Manages performance of their team to achieve the University’s expected results.
  • Keeps their team informed of progress, issues and potential problems.
  • Maintains a cost-effective balance of controls to ensure effective operation within budget.
  • Identifies and addresses areas of weakness that may affect the University’s performance by constantly providing timely feedback to all parties concerned.

 

2) Decision Making

Definition of Competency

  • The ability to identify and understand issues, problems and opportunities, while comparing and analyzing data from different sources to draw conclusions and take the necessary decisions.
  • The ability to use effective approaches for choosing a course of action or developing appropriate solutions, while taking actions and making decisions, that are consistent with the available facts, constraints and probable consequences.

How Competency is Measured

  • Consistently identifies and analyses the information required to better understand issues, problems and opportunities.
  • Interprets and integrates information from a variety of sources and detects trends, associations and cause-effect relationships when making a decision.
  • Generates alternatives and creates relevant options for addressing problems or opportunities and achieving desired outcomes.
  • Chooses appropriate actions and takes necessary decisions, while evaluating options, by considering implications and consequences before making decisions.
  • Probes and identifies problems and opportunities and commits to their action. Makes decisions within a reasonable time.
  • Involves others in the decision-making process, as warranted, to obtain good information, make the most appropriate decisions and ensure buy-in and understanding of the resulting decisions.

 

3) Excellence

Definition of Competency

  • The ability to maintain high standards of performance for self and others while ensuring that interactions and transactions are, at all times, ethical and convey integrity.
  • The ability to establish courses of action for self and others to ensure that work is completed efficiently, effectively and in line with the University’s objectives.
  • The ability to ensure that all interactions and transactions are consistently complete and correct (with zero mistakes).

How Competency is Measured

  • Takes responsibility for the quality and timeliness of their work with little oversight.
  • Attentive to all details and aspects of their job requirements.
  • Ensures high quality of work output resulting in zero errors.
  • Provides accurate information, on a timely basis and in a usable form, to others who need to act on it.
  • Double-checks the accuracy of information and work product and carefully monitors the details and quality of their own work and the work of others.
  • Accurately completes all their tasks and documents according to procedures and standards.
  • Consistently thinks of how to accomplish the University’s objectives when performing any of their assigned tasks and responsibilities.

 

4) Work Habits

Definition of Competency

  • The ability to display and foster proper work etiquette* while creating and maintaining a work environment indicative of professionalism.
  • The ability to behave in a manner that reflects a true belief in the University's values, while gaining other stakeholder’s confidence and setting an environment of respect, trust and openness.

* Work etiquette is a code that governs the expectations of social behavior in our University. It tells the individual how to behave when dealing with situations, however insignificant the situation may be.  

How Competency is Measured

  • Consistently adheres to the University’s set of values.
  • Builds constructive working relationships characterized by a high level of cooperation, ethics and mutual respect.
  • Maintains composure and self-control in highly stressful or adverse situations.
  • Consistently demonstrates professionalism and work etiquette under all circumstances.

* Work etiquette is a code that governs the expectations of social behavior in our University. It tells the individual how to behave when dealing with situations, however insignificant the situation may be.  

 

Unify → Team-Building Skills

1) Coaching

Definition of Competency

  • The ability to coach their direct reports to achieve challenging goals and set performance expectations, while clearly communicating confidence in the individual's ability to excel and continuously address performance gaps, with the aim of rewarding and celebrating accomplishments.
  • The ability to provide timely coaching, guidance and feedback to help others strengthen specific knowledge and skills needed to accomplish a task or solve a problem.

How Competency is Measured

  • Provides instruction, positive models and opportunities for observation in order to help others develop skills while encouraging questions to ensure understanding and alignment.
  • Provides feedback, reinforcement and gives timely and appropriate feedback on performance while reinforcing efforts and encouraging progress.
  • Uses and establishes good interpersonal relationships and makes people feel valued, appreciated and included in discussions. Enhances self-esteem, empathizes, involves, discloses, supports, coaches, mentors and guides.
  • Makes sure that direct reports clearly understand what is expected of them and holds them accountable.
  • Listens to understand more than to be understood.
  • Take individual style and cultural preferences into account when deciding whether to accept or modify behavioral issues.

 

2) Collaboration

Definition of Competency

  • The ability to establish effective relationships between one's area and other areas, teams, departments, units or external organizations to achieve the University’s objectives.
  • The ability to create and maintain collaborative relationships with faculty, staff and stakeholders to facilitate the accomplishment of their work goals, while maintaining essential partnerships within the available resources.
  • Working effectively and cooperatively with others toward shared objectives, while establishing and maintaining principle-centered* working relationships.

* Principle-centered working relationships based on the University’s vision and values.

How Competency is Measured

  • Collaborates well with all people, internally and externally.
  • Continuously builds, develops, maintains and strengthens effective and collaborative working relationships with others inside and outside of the University.
  • Consistently uses diplomacy and tact and continuously practices active listening in any situation.
  • Considers the effect of their actions and decisions on their stakeholders.
  • Effectively influences others to support mutually beneficial collaborative partnerships (Win/Win).

 

3) Managing Performance

Definition of Competency

  • The ability to focus, guide and manage others in accomplishing their work objectives.

How Competency is Measured

  • Collaboratively works with their direct reports to set meaningful objectives, while identifying measures for evaluating goal achievement.
  • Proactively creates a learning environment and, as necessary, helps secure resources required for their team’s developmental efforts. Offers continuous support to their team to overcome obstacles to learning.
  • Collaboratively establishes Individual Development Plans (IDP) and identifies learning opportunities for their team.
  • Tracks performance through the implementation of the Performance Management Framework.
  • Evaluates performance, provides constructive feedback and holds regular formal discussions with each direct report to discuss progress toward goals.

 

Connect → Community-Building Skills

1) Leadership

Definition of Competency

  • The ability to keep the University’s vision and values at the forefront of decision-making and action, while passionately advancing the University’s strategies.
  • The ability to consistently align one’s own actions and decisions to the University’s vision and values when taking initiatives, solving problems and defining strategies.

How Competency is Measured

  • Inspires and guides individuals toward higher levels of performance and serves as a role model.
  • Communicates the importance of the vision and values – Helps others understand the organization’s vision and values and their importance.
  • Moves others toward the achievement of their goals and translates the vision and values of the University into day-to-day activities and behaviors, while guiding and motivating others to take actions that support the vision and values.
  • Proactively takes the adequate actions, makes decisions and shapes team or group priorities to reflect the University’s vision and values.
  • Rewards and inspires others toward living the vision and values and recognizes and rewards employees whose actions support the University’s vision and values.

 

2) Service

Definition of Competency

  • The ability to demonstrate concern for meeting internal and external stakeholder needs, in a manner that provides satisfaction for them, within the available resources.
  • It implies a genuine desire to assist their stakeholders while developing and maintaining strong relationships with them.
  • The ability to focuses one’s efforts on discovering and meeting the needs of stakeholder(s) while balancing their departmental key objectives and strategic priorities.

* A stakeholder is broadly defined as an internal or external person, inside or outside of the University, with whom we have a service relationship. This includes supervisors and other employees.

How Competency is Measured

  • Proactively seeks to understand the stakeholder’s needs first, rather than to be understood.
  • Responds quickly to meet the stakeholder’s needs and resolves problems.
  • Makes the stakeholder’s needs their primary focus and acts accordingly.
  • Seeks opportunities to improve the quality of delivering operational processes to increase the stakeholder’s satisfaction.

 

3) Communication

Definition of Competency

  • The ability to clearly convey information and ideas, through a variety of media, to individuals or groups in a manner that engages the audience and helps them understand and retain their messages.
  • The ability to dramatically, clearly and logically convey information and ideas, through a variety of media, to individuals or groups in a manner that engages the recipient and helps them understand and retain the message.
  • The ability to adjust the words or terminology to ensure audience understanding.
  • The ability to deal with others with tact and sensitivity.
  • The ability to consider translating documents into other languages when communication is intended to reach an audience at the country office level.

How Competency is Measured

  • Communicates clearly and concisely.
  • Communicates AUC’s policies effectively in a group or public setting and participates actively in meetings.
  • Sensitive to words used.
  • Conveys information and messages clearly, concisely and effectively, through both formal and informal (email) documents.
  • Writes technical, progress and summary reports for donors and other external audiences using appropriate style and grammar.
  • Demonstrates an ability to comprehend communication from others.
  • Attends to messages from others and pays attention to non-verbal cues.