Awareness Basic Intermediate Advanced Expert Understands that learning Contributes to coworkers Provides constructive Recommends tasks and Designs, implements, and must be continuous and understanding of a new feedback, guidance, and developmental assignments promotes leadership frequent to be effective office wide procedure or reinforcement to coworkers to staff based on career development opportunities filing system and/or employees interests and work unit needs for staff at all levels in the organization Comprehends that long-term with supervisor to Promotes sharing and Recognizes staff potential Directs senior working career development is largely identify learning collaboration as an and guides employees in group to design training one’s own responsibility opportunities and method of informal learning developing skills by programs focused on skills participates in the recommending appropriate necessary for meeting the development of an individual training and sources of agency’s strategic goals and development plan (IDP) information establishes metrics to measure impact Recognizes opportunities to learning opportunities Assesses ongoing projects Encourages to undertake Values talent development learn new skills that stretches one’s skills by and provides coworkers with challenging and stretching by emphasizing and taking on tasks outside of timely and consistent (risky) tasks and assignments encouraging the adaptation one’s comfort zone feedback regarding technical of personal behaviors and proficiencies and core competencies that can effectiveness help the organization grow - Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve Leveraging Diversity the vision and mission of the organization. Awareness Basic Intermediate Advanced Expert
Awareness Basic Intermediate Advanced Expert Understands that learning must be continuous and frequent to be effective Contributes to coworkers understanding of a new office wide procedure or filing system Provides constructive feedback, guidance, and reinforcement to coworkers and/or employees Recommends tasks and developmental assignments to staff based on career interests and work unit needs Designs, implements, and promotes leadership development opportunities for staff at all levels in the organization Comprehends that long-term career development is largely one’s own responsibility with supervisor to identify learning opportunities and participates in the development of an individual development plan (IDP) Promotes sharing and collaboration as an method of informal learning Recognizes staff potential and guides employees in developing skills by recommending appropriate training and sources of information Directs senior working group to design training programs focused on skills necessary for meeting the agency’s strategic goals and establishes metrics to measure impact Recognizes opportunities to learn new skills learning opportunities that stretches one’s skills by taking on tasks outside of one’s comfort zone Assesses ongoing projects and provides coworkers with timely and consistent feedback regarding technical proficiencies and effectiveness Encourages to undertake challenging and stretching (risky) tasks and assignments Values talent development by emphasizing and encouraging the adaptation of personal behaviors and core competencies that can help the organization grow Leveraging Diversity - Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization. Awareness Basic Intermediate Advanced Expert
DOE%20Supervisory%20Competency%20Model.docx