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Leadership Competency Model

Leadership Competency Model

Lead your team with increased competency proficiency

 

 

Business Acumen<p>Understands and demonstrates sound judgment, fiscal competence, and organizational business knowledge to optimize the quality of operations and services.</p><p> ​Financial Management | Organizational / Business Knowledge | Sound Judgment | Government</p><p><strong>Level 1 – Novice</strong></p><ul><li>Adheres to all financial and budgetary rules and procedures.</li><li>Identifies the core business and customers of the organization.</li><li>Demonstrates an awareness that decisions must be made based on evidence rather than on gut-checks or intuition alone.</li><li>Shows a curiosity and willingness to learn the business fundamentals of CA State government.</li></ul><p><strong>Level 2 – Basic</strong></p><ul><li>Demonstrates the ability to read, interpret and use budgets and projections to execute financially related activities.</li><li>Describes clearly the core business and customers of the individual’s division and the entire organization.</li><li>Makes timely, informed decisions that take into account the facts, objectives, and risks associated with the issue at hand.</li><li>Understands business fundamentals of CA State government.</li></ul><p><strong>Level 3 – Intermediate</strong></p><ul><li>Works with others to generate and manage financial allocations in support of strategic priorities after having analyzed their impact on the organization and with a demonstrable awareness of opportunity costs.</li><li>Demonstrates a comprehensive understanding of the business, customers, and processes of the individual’s division and the entire organization.</li><li>Makes timely, informed decisions that account for facts, objectives, and risks, even with difficult issues, and can explain the decision-making rationale.</li><li>Identifies the role of labor relations in CA State government.</li></ul><p><strong>Level 4 – Advanced</strong></p><ul><li>Guides others in financial decision-making and management, regarding the expenditure of resources consistent with strategic initiatives, and with a full understanding of opportunity costs and risk awareness.</li><li>Utilizes knowledge to further enhance the organization's ability to reach goals and promotes and encourages an understanding of businesses processes and customer impact.</li><li>Makes timely independent or team-led decisions based on sound data, seasoned analysis, and knowledge of the negative role of unconscious bias in the decision-making process, and is able to coach to this standard.</li><li>Distinguishes between the different types of labor relations components in CA State government.</li></ul><p><strong>Level 5 – Expert</strong></p><ul><li>Establishes systems to monitor expenditures, financial processes, and risk management within the organization to ensure that financial resources are effectively allocated to achieve goals and objectives.</li><li>Sets an expectation for enterprise-wide understanding of the organization by ensuring a shared knowledge of the business, its processes, and stakeholder impact.</li><li>Promotes a workforce environment that values independent or team-led decision-making, based on empirical evidence and seasoned analysis, with clear efforts to eliminate the effects of unconscious bias, and other impediments of good judgment.</li><li>Creates an organizational culture that ensures consistent application of labor relations processes and maintains positive labor relations.</li></ul>
Inspirational Leadership<p>​Energizes and creates a sense of direction, purpose, excitement, and momentum for the organization’s mission. Creates a positive work environment; offering clarity around goals and objectives and ensuring that those who are led work collaboratively to achieve results.</p><p>​Mission Centric | Active Engagement | Outcome Focused | Develops and Empowers</p><p><span class="ms-rteStyle-Bold">Level 1 – Novice</span></p><ul><li>Understands the importance of job duties and expectations related to the mission.</li><li>Aware of the importance of their role in the organization.</li><li>Realizes that personal actions and quality of work impact the workplace.</li><li>Recognizes the importance of development in a professional workplace.</li></ul><p><span class="ms-rteStyle-Bold">Level 2 – Basic</span></p><ul><li>Gains clarity of job duties and expectations and provides input to ensure alignment with mission.</li><li>Seeks ways to be positively involved in the day-to-day work and organizational activities.</li><li>Promotes the use of respect, recognition, and praise.</li><li>Takes ownership and accountability of personal work contributions and self-development.</li></ul><p><span class="ms-rteStyle-Bold">Level 3 – Intermediate</span></p><ul><li>Provides clarity of job duties and expectations, provides timely and constructive feedback to team members and ensures alignment with mission.</li><li>Involves others in designing and executing the process by which the day-to-day work gets completed and removes barriers to increase effectiveness.</li><li>Champions the use of respect, recognition, and praise within the team and unit, and directly identifies and addresses morale problems.</li><li>Inspires others to act and to continuously seek to learn.</li></ul><p><span class="ms-rteStyle-Bold">Level 4 – Advanced</span></p><ul><li>Sets clear expectations, provides timely and constructive feedback, and collaborates to determine mission driven outcomes.</li><li>Generates excitement, enthusiasm, and commitment in people by translating the organization’s mission, vision, and values into terms that are relevant to the work performed.</li><li>Creates an environment that promotes teamwork and respect, and collaborates to resolve issues.</li><li>Inspires others to grow and provides resources for staff development on a continual basis.</li></ul><p><span class="ms-rteStyle-Bold">Level 5 – Expert</span></p><ul><li>Creates a climate where everyone knows their purpose and their role in achieving mission driven outcomes.</li><li>Fosters a culture that promotes employee engagement through regular communication and interaction.</li><li>Demonstrates commitment to the organization's vision, mission, and values by maintaining regular and consistent messaging to the organization.</li><li>Champions a culture of learning, continual development, and empowerment.</li></ul>
Results-Driven<p>​Focuses efforts to efficiently achieve measurable and customer-driven results consistent with the organization's mission, goals, and objectives.</p><p>​ Decisiveness | Measures Organizational Results | Process Improvement | Negotiation</p><p><strong>​Level 1 – Novice</strong></p><ul><li>Recognizes the importance of using available information to make an informed decision.</li><li>States assigned goals and takes personal responsibility for results.</li><li>Displays an awareness of the concept of waste and seeks ways to more efficiently perform their work. </li><li>Uses negotiation and mediation skills.</li></ul><p><strong>Level 2 – Basic</strong></p><ul><li>Uses information and resources to make timely and informed decisions. </li><li>Demonstrates an understanding of the goals associated with their job and can make adjustments to meet results-oriented objectives.</li><li>Participates as an effective team member in continuous improvement efforts.</li><li>Presents alternatives that address others’ most important concerns and looks for win-win solutions.</li></ul><p><strong>Level 3 – Intermediate</strong></p><ul><li>Empowers their team to use the information and resources available to make decisions that drive results.</li><li>Translates objectives into specific measurable metrics, and can articulate the approach necessary to achieve outcomes.</li><li>Searches for ways to identify root causes of workplace issues, eliminate waste, and improve quality of work products.</li><li>Negotiates with a team of managers or employees across agencies to address mutual issues and concerns</li></ul><p><strong>Level 4 – Advanced</strong></p><ul><li>Assumes responsibility for decisions made; shares outcomes with others in the organization and communicates the concept that indecisiveness can also have serious consequences.</li><li>Establishes priorities when there are conflicting goals or due dates; ensures assignments are in alignment with organizational metrics, and measures the performance of teams.</li><li>Sets improvement and efficiency goals (in conjunction with teams) that assure an ongoing process of identifying the root causes of workplace inefficiencies, eliminate waste, and improve quality.</li><li>Negotiates with key stakeholders by sharing information and resources across multiple levels to accomplish objectives.</li></ul><p><strong>Level 5 – Expert</strong></p><ul><li>Creates an environment that embraces informed and timely decision-making that considers innovative solutions to move the organization forward; understands the importance of tomorrow’s goals in the context of today's priorities.</li><li>Advances realistic quantifiable milestones and measurements that elevate organizational performance and promote enterprise-wide return on investment to support the strategic plan.</li><li>Encourages and supports enterprise-wide innovation, ideas, and approaches to uncover the root causes of workplace inefficiencies, identify and eliminate waste, and continually improve services and other deliverables.</li><li>Develops, publicizes, and negotiates support for programs and policies by meeting with key officials, executives, union, employees, and other interested parties.</li></ul>
Stewardship<p>​Focuses on being responsible and accountable for managing resources well, choosing to use influence to serve the long-term collective good of the public. Places public interests above self-interests and focuses on the larger purpose or mission of the organization.</p><p>​Social/Environmental Awareness | Resource Management | Organizational Knowledge Public Trust</p><p><strong>​Level 1 – Novice</strong></p><ul><li>Recognizes they work in a complex environment. </li><li>Identifies and appropriately uses and maintains department resources.</li><li>Understands the mission of the organization and seeks additional knowledge to support their role.</li><li>Understands responsibility for placing public interests above self-interests.</li></ul><p><strong>Level 2 – Basic</strong></p><ul><li>Discerns broader implications that affect their unit and how their contributions can impact the environment. </li><li>Assesses resource needs in varying situations and determines the best use of resources. </li><li>Captures and applies organizational knowledge to ensure continuity and service delivery which supports the mission.</li><li>Demonstrates commitment to placing public interests above self-interests.</li></ul><p><strong>Level 3 – Intermediate</strong></p><ul><li>Understands and explains the broader environment and competing influences and demands. </li><li>Maximizes efficient use of resources.</li><li>Validates that organizational knowledge is accurately documented and shares with others.</li><li>Sets team expectations to place public interests above self-interests.</li></ul><p><strong>Level 4 – Advanced</strong></p><ul><li>Influences the broader environment and aligns organizational objectives and practices with public interest. </li><li>Determines resource allocation across multiple programs with varied resource needs for maximum organizational impact. </li><li>Ensures a system is in place to track and utilize organizational knowledge to support the mission. </li><li>Monitors and ensures accountability to place public interests above self-interests.</li></ul><p><strong>Level 5 – Expert</strong></p><ul><li>Navigates external influences to set the organization’s broader environment. </li><li>Advocates for resources and maintains fiscal responsibility.</li><li>Creates accountability for clear standards of work and fosters an environment where knowledge transfer occurs regularly. </li><li>Fosters an environment where stewardship of the public trust is the standard.</li></ul>
Talent Management <p>Effectively recruits, selects, develops, and retains world-class staff.</p><p>​Train, Develop, Coach | Recognition | Workforce Planning | Recruitment & Select</p><p><strong>​Level 1 – Novice</strong></p><ul><li>Recognizes the importance of professional development and willingly accepts coaching from immediate supervisor.</li><li>Knows the value of saying thank you and shows gratitude to individuals who support them.</li><li>Understands delegated assignments are opportunities for self-development and team success. </li><li>Understands the connection between organizational goal achievement, recruitment, and retention of staff.</li></ul><p><strong>Level 2 – Basic</strong></p><ul><li>Demonstrates the importance of professional development by seeking out coaching and mentoring opportunities.</li><li>Expresses authentic gratitude and understands its value. </li><li>Embraces delegated assignments and seeks opportunities for growth. </li><li>Analyzes the connections between organizational goal achievement, recruitment, and retention of staff and makes recommendations on workload and staff levels. </li></ul><p><strong>Level 3 – Intermediate</strong></p><ul><li>Provides coaching and mentoring to their team and demonstrates openness to being coached and mentored. </li><li>Acknowledges contributions and shows formal appreciation through division/department-wide recognition.</li><li>Empowers others through appropriate and challenging assignments that build employees skills and knowledge.</li><li>Uses best hiring practices and minimizes conscious and unconscious bias in all hiring decisions.</li></ul><p><strong>Level 4 – Advanced</strong></p><ul><li>Provides and promotes coaching and mentoring across levels and creates opportunities for employee development. </li><li>Supports informal and formal recognition programs and uses these practices to motivate employees.</li><li>Initiates regular discussions of the workforce planning process with the management team; ensures that there is a clear connection between the workforce plan and the organization’s strategic plan; ensures that policies and procedures are implemented to hire and retain staff with the skills required for the organization to achieve its strategic goals and objectives.</li><li>Works with upper level management and human resources to ensure use of best hiring and selection practices, and staffing levels are maintained.</li></ul><p><strong>Level 5 – Expert</strong></p><ul><li>Builds an environment where coaching and mentoring are embedded in the organizational culture with a strong commitment to grow and develop people. </li><li>Champions formal and informal recognition programs, and is a role model by personally attending events highlighting their employee’s success.</li><li>Ensures that a workforce and succession plans and planning processes are in place to recruit and retain valuable talent in order to meet the organization’s short and long term strategic goals and objectives.</li><li>Creates a culture that supports and encourages the civil service merit system for all hiring and selection decisions. Seeks to minimize conscious and unconscious bias in hiring processes.</li></ul>
Vision & Strategic Thinking <p>​Supports, promotes and ensures alignment with the organization's vision and values. Creates a compelling future state of the unit or organization. Understands how an organization must change in light of internal and external trends and influences.</p><p>​Visionary | Alignment | Change Leadership | Strategic Mindset</p><p><strong>​Level 1 – Novice</strong></p><ul><li>Knows the necessity of having a clearly communicated vision in order to align efforts.</li><li>Values the importance of taking an ownership role in ensuring vision, strategic plan, and effort are aligned.</li><li>Recognizes the importance of change and transition to enhance performance.</li><li>Aware of the importance of thinking strategically and having short-term and long-term business plans.</li></ul><p><strong>Level 2 – Basic</strong></p><ul><li>Communicates a clear picture of the near- and long-term vision and can relate current efforts to that vision. </li><li>Anticipates future challenges and opportunities and takes action to either mitigate or take advantage of them.</li><li>Embraces and supports leadership to facilitate change and transition.</li><li>Knows departmental strengths, opportunities, and objectives for short- and long-term business plans.</li></ul><p><strong>Level 3 – Intermediate</strong></p><ul><li>Communicates a clear, vivid, and relatable description of where the organization should be in 3, 5, and 10 years, as well as the challenges and opportunities.</li><li>Expresses the organization’s vision in a way that resonates with others as demonstrated by their words and actions.</li><li>Manages and encourages the process of change and transition.</li><li>Influences others to translate vision into business plans and actions in alignment with the organization’s strategic goals.</li></ul><p><strong>Level 4 – Advanced</strong></p><ul><li>Encourages others to discuss and promote the shared vision throughout the organization, aligning efforts to that vision.</li><li>Coordinates longer term vision into all aspects of the organization; encouraging implementation of vision through policies and work efforts.</li><li>Leads and enables the process of change and transition, while helping others deal with their effects.</li><li>Communicates effectively to stakeholders the strategic value of the vision, helps them consider the long-term impact of business decisions today, and prepares them and the organization for the future. </li></ul><p><strong>Level 5 – Expert</strong></p><ul><li>Establishes, monitors, adjusts, and communicates the vision and strategic plan to remain aligned with global and organizational changes and input from key stakeholders. </li><li>Ensures that there is a clear connection between tactical business plans, the organization’s strategic plan, and the vision. </li><li>Champions the necessity for change and provides adequate resources to implement.</li><li>Establishes and fosters an environment where individuals are recognized for positioning the department for future success in alignment with the vision and achievement of strategic goals.</li></ul>

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