80 · Representative Documents: Competency Models
UNIVERSITY OF CALGARY
Core Competency Descriptors
http://www.ucalgary.ca/hr/system/files/Core-Competency-Descriptors.pdf
7
KNOWLEDGE AND TECHNICAL SKILLS (Ability to demonstrate proficiency in technical and job knowledge
aspects of the position to achieve a high level of performance. An ability and a desire to learn)
• TECHNICAL PROFICIENCY/JOB KNOWLEDGE: Understanding and Expertise
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Understands requirements of the job, applies knowledge and skills to complete tasks.
Phase II -Demonstrates competence in own discipline, field or trade and mastery of job content and
responsibilities.
Phase III -Applies highly developed knowledge and expertise successfully to roles and responsibilities acts
as a key resource to others.
• TECHNICAL PROFICIENCY/JOB KNOWLEDGE: Systems, Technology, Processes, and
Information
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Uses tools, technology, products and information as instructed.
Phase II -Demonstrates mastery and competence in using technology, systems, processes and/or
information sources.
Phase III -Maintains an in-depth understanding of technology, systems, processes, and/or information
sources often acts as a resources to others.
• JOB PERFORMANCE
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Identifies when assistance is needed and asks for help from the appropriate source.
Phase II -Regularly uses knowledge and training to independently assess and deal with issues and
problems collaborates with others as appropriate.
Phase III -Uses expertise to deal with complex problems and issues explain matters, and develop ways of
assisting others or preventing problems.
• PROFESSIONAL/PERSONAL DEVELOPMENT
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Builds knowledge and understanding by making efforts to find answers to questions, learn new
approaches and methods.
Phase II -Identifies needs for new abilities on the job adds to knowledge and skills through seeking and
taking advantage of opportunities for development.
Phase III -Continually develops knowledge and expertise of self and others maintains an up to date
understanding of new developments in the field and best practices.
UNIVERSITY OF CALGARY
Core Competency Descriptors
http://www.ucalgary.ca/hr/system/files/Core-Competency-Descriptors.pdf
7
KNOWLEDGE AND TECHNICAL SKILLS (Ability to demonstrate proficiency in technical and job knowledge
aspects of the position to achieve a high level of performance. An ability and a desire to learn)
• TECHNICAL PROFICIENCY/JOB KNOWLEDGE: Understanding and Expertise
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Understands requirements of the job, applies knowledge and skills to complete tasks.
Phase II -Demonstrates competence in own discipline, field or trade and mastery of job content and
responsibilities.
Phase III -Applies highly developed knowledge and expertise successfully to roles and responsibilities acts
as a key resource to others.
• TECHNICAL PROFICIENCY/JOB KNOWLEDGE: Systems, Technology, Processes, and
Information
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Uses tools, technology, products and information as instructed.
Phase II -Demonstrates mastery and competence in using technology, systems, processes and/or
information sources.
Phase III -Maintains an in-depth understanding of technology, systems, processes, and/or information
sources often acts as a resources to others.
• JOB PERFORMANCE
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Identifies when assistance is needed and asks for help from the appropriate source.
Phase II -Regularly uses knowledge and training to independently assess and deal with issues and
problems collaborates with others as appropriate.
Phase III -Uses expertise to deal with complex problems and issues explain matters, and develop ways of
assisting others or preventing problems.
• PROFESSIONAL/PERSONAL DEVELOPMENT
The person performing this job is typically or frequently expected to demonstrate the following behaviours,
skills, knowledge:
Phase I -Builds knowledge and understanding by making efforts to find answers to questions, learn new
approaches and methods.
Phase II -Identifies needs for new abilities on the job adds to knowledge and skills through seeking and
taking advantage of opportunities for development.
Phase III -Continually develops knowledge and expertise of self and others maintains an up to date
understanding of new developments in the field and best practices.