Competency: Coworker Development

People Skills

Interpersonal Skills
Collaboration
Trustworthy
Responsible
Client Focus
Customer Focus
Empowering Others
Developing Others
Co-worker Development
Coaching
Partnering/Networking
Conflict Management
Negotiation
Teamwork
Recognition
Others

Questionnaires Measuring Coworker Development:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)

Definition: Invests in the professional development of others.

Coaching

Adapts coaching and mentoring approach to meet the style or needs of individuals
Provides access to development resources for co-workers
Coaches/mentors individuals outside of direct team for performance improvement and to help them be effective coaches for others

Empowering

Gives others development opportunities through project assignments and increased job responsibilities

Establishes Goals and Expectations

Sets and clearly communicates expectations, performance goals, and measurements to others
Matches the competencies and confidence of the co-worker to the task when delegating assignments (i.e., uses Situational Leadership)
Sets high/stretch goals for individuals and teams

Teaches

Teaches Situational Leadership principles to team members

Performance Feedback

Provides ongoing feedback to co-workers on their development progress
Writes complete developmental performance appraisals with clear goals, using SMART criteria
Writes performance reviews based upon facts and demonstrated behaviors
Provides performance coaching for each co-worker to help him/her improve
Reviews others' work for quality and provides feedback

Addresses Poor Performance

Works to identify root causes of performance problems
Takes immediate action on poor performance
Documents problematic performance issues and actions to be taken.
Provides specific, timely, meaningful feedback for Supervisor team when performance is substandard, pointing out deficiencies as they occur

Monitors Performance

Monitors and assesses the performance levels of individuals and team, measuring them against targets

Works with representatives from Training and HR to identify training needs and training-based solutions