with a co-worker meeting viewing them as dealing with objectives, or supervisor with opportunities, not them directly and limited coworker or competitions leading a resources, or supervisor consensus differing without letting it building process perspectives fester Understands how Modifies Anticipates Applies Mitigates to avoid getting approach to an conflicts and mediation concerns into conflicts by assignment proactively takes techniques to regarding accident on feedback to steps to address address behavior issues by ensure coworker issues by meeting issues to ensure investigating and stakeholder with the involved employees treat allegations and support parties each other with taking respect appropriate action Controls one’s Address Alleviates Negotiates tough Operates well emotions during disagreements in conflict or agreements and under pressure a confrontation an open and concern by settles disputes long enough to by avoiding honest manner establishing equitably get a good deal getting visibly common ground for the upset and taking and getting organization it personally cooperation Applies knowledge of human resource policies and procedures to advise and assist Consulting: managers/supervisors and/or employees on issues associated with Federal Human Capital Management or Federal employment in general. Awareness Basic Intermediate Advanced Expert Demonstrates Identifies Generates Recommends Proactively basic connections effective appropriate opportunities to understanding of between guidance for human capital partner with customer’s customer’s organizations on interventions to stakeholders, individual individual a wide of resolve complex, leverage business, business, human capital interrelated organizational organizational organizational issues and problems and resources, gain structures, structures, initiatives while issues using a efficiencies, and systems, systems, considering the systems point of achieve strategic functions, and functions, and customer’s view based on goals perspective validated
with a co-worker or supervisor meeting with coworker or supervisor without letting it fester viewing them as opportunities, not competitions dealing with them directly and leading a consensus building process objectives, limited resources, or differing perspectives Understands how to avoid getting into conflicts by accident Modifies approach to an assignment on feedback to ensure coworker and stakeholder support Anticipates conflicts and proactively takes steps to address issues by meeting with the involved parties Applies mediation techniques to address behavior issues to ensure employees treat each other with respect Mitigates concerns regarding issues by investigating allegations and taking appropriate action Controls one’s emotions during a confrontation by avoiding getting visibly upset and taking it personally Address disagreements in an open and honest manner Alleviates conflict or concern by establishing common ground and getting cooperation Negotiates tough agreements and settles disputes equitably Operates well under pressure long enough to get a good deal for the organization Consulting: Applies knowledge of human resource policies and procedures to advise and assist managers/supervisors and/or employees on issues associated with Federal Human Capital Management or Federal employment in general. Awareness Basic Intermediate Advanced Expert Demonstrates basic understanding of customer’s individual business, organizational structures, systems, functions, and Identifies connections between customer’s individual business, organizational structures, systems, functions, and Generates effective guidance for organizations on a wide of human capital issues and initiatives while considering the customer’s perspective Recommends appropriate human capital interventions to resolve complex, interrelated problems and issues using a systems point of view based on validated Proactively opportunities to partner with stakeholders, leverage organizational resources, gain efficiencies, and achieve strategic goals
DOE-HR%20Competency%20Model%20%28Final%20for%20Signature%29.docx