UF Competency Model
Please click on the terms listed along the perimeter of the model to learn more about each competency.
| GENERATE ALIGNMENT |
Manager: Accepts personal responsibility; expects personal responsibility from “higher-ups”, peers, and employees; articulates standards; ensures people execute at a high standard of work; is consistent; willing to have difficult conversations when needed [top] |
Manager: Able to determine appropriate processes to get things done; knows how to organize people and activities to ensure favorable outcomes; understands how to separate and combine tasks into efficient work flow; finds or creates ways to measure performance against goals; establishes efficient structures, processes, and teams to meet objectives; maintains commitment to goals; seeks out and implements organizational techniques for optimal performance; follows tasks through to completion and takes responsibility for results; completes projects within specified time and budget parameters; meets deadlines; measures results to stated goals; integrates technology to improve efficiency or effectiveness Leader: Mobilizes appropriate resources to achieve goals; considers return on investment prior to starting a new project; takes calculated risks; uses best practices to apply specialized knowledge to organizational problems; works across organizational boundaries to achieve desired results; concentrates on outcomes rather than activities [top] |
Manager: Maintains a fair and legal work environment by understanding and complying with university, state, and federal requirements such as the Fair Labor Standards Act, Family and Medical Leave Act, and anti-discrimination policies and legislation; supports UF’s EEO principles Leader: same [top] |
Manager: Understands funding and budgeting model and applies this to balance competing demands for resources; understands key financial indicators; uses cost-benefit thinking to set priorities; establishes and implements sound financial management practices and controls; manages budget within set parameters Leader: same [top] |
Manager: Learns from mistakes; knows when to speak and when to listen; uses discretion when called for; can perceive climate and respond accordingly; understands the impact and implications of decisions; weighs costs, benefits, risks, and possible rewards when assessing a situation; makes timely and sound decisions Leader: same [top] |
| BUILD TRUST |
Manager: Conveys confidence in employees' ability to be successful, especially at challenging new tasks; supports and promotes faculty and staff interests; understands and facilitates the tenure, promotion, and permanent status process Leader: Speaks out on issues of concern to the organization in order to exert influence on decisions affecting the organization; supports and promotes organizational interests; takes the lead and champions an idea or position [top] |
Manager: Knows self; recognizes and considers the impact of own mood, biases, convictions, and behavior on others; senses others’ feelings and perspectives, and responds accordingly; builds rapport with others; controls and filters emotions in a positive way; effectively manages relationships Leader: same [top] |
Manager: Is approachable; shares credit; admits mistakes; willing to sacrifice personal goals for organizational goals; realizes that personal success is connected to team success Leader: same |
Manager: Maintains and fosters ethical behavior in all business activities and decisions; gives consideration to the rights and viewpoints of others; strives to do the right thing without prompting; acts in a manner that is fair, forthright, and honest; keeps confidences; models and reinforces ethical behavior in self and others; builds trust at all levels of the organization; follows through on commitments; carries his/her share of the workload; perceived as responsible, reliable, and trustworthy; reliably maintains confidential and sensitive information Leader: same [top] |
Manager: Exemplifies professional behavior and image; maintains consistency between words and actions; honors commitments; admits mistakes; possesses and applies technical knowledge and skills needed to make decisions and perform at a high level; stays current on practices and trends in area of expertise and plans/responds accordingly Leader: Sets and demonstrates high professional standards; is sought out as a resource to provide advice or solutions; leads by example [top] |
Manager: Admits and fixes mistakes promptly; provides accurate information in a timely manner; makes decisions publicly when possible to instill trust; facilitates access to information; explains decisions; ensures that motives are clear (no hidden agendas) Leader: same [top] |
| CULTIVATE TALENT |
Manager: Committed to the development of others; delegates responsibility and authority to the lowest appropriate level; identifies and nurtures talents in others on a one-on-one basis; provides open, honest feedback and accurate information; addresses performance issues promptly; provides direction and meaning to people’s work; reinforces/redirects behaviors as needed; develops and fosters faculty and staff; encourages continuous learning; removes barriers by providing the appropriate tools and resources to achieve goals Leader: same [top] |
Manager: Fosters interdisciplinary/interdepartmental cooperation; encourages teamwork; provides opportunities to work across work units; solicits input from others; shares knowledge and information; obtains cooperation from others Leader: Creates culture that encourages sharing between work units [top] |
Manager: Manages group interaction effectively; builds consensus; manages meetings effectively; manages self during conversations; doesn’t personalize disagreement; reacts appropriately – doesn’t over- or under-react to a situation; knows when to close a discussion and move to a decision Leader: Willing to assert authority when necessary to facilitate change, face issues, overcome an impasse, or ensure a resolution; creates a culture and processes that encourage shared governance; fosters climate that supports consensus; seeks and values input from diverse groups when making decisions [top] |
Manager: Willing to state an opinion, have a conversation, or take charge of a situation despite potential opposition; willing to make decision in difficult or ambiguous situations, especially when time is critical; approaches challenging tasks with a willing attitude Leader: same [top] |
Manager: Assesses current and future staffing needs based on organizational goals and budget realties; understands and uses effective interviewing questions and techniques; creates and facilitates a process to recruit, interview, and select qualified staff; values diversity in applicant pools and hires Leader: same [top] |
| CREATE AND COMMUNICATE VISION |
Manager: Clearly and effectively expresses thoughts, information, views, and ideas using both formal and informal methods; actively listens to others; maintains an open-door policy; adjusts style and format based on audience; invites dialogue with others; masters multiple methods to convey information (e.g. oral, email); ensures key issues are addressed; delivers information quickly and effectively up, down, and throughout the organization Leader: Plans and delivers communications that are impactful and persuasive; delivers proactive communications on key issues; articulates a shared vision; creates a compelling and inspirational picture of the future; maintains visibility [top] |
Manager: Understands the formal and informal workings of the organization; understands and interprets internal and external forces affecting the job; knows organization’s mission, history, stakeholders, and customers; knows the “pace of business” Leader: Understands how the organization operates, its goals, and the external factors that influence the success of the organization; uses tacit knowledge; uses the pace of work to achieve goals; understands the political climate and operates effectively within the climate [top] |
Manager: Addresses a problem by using a logical, systematic, sequential approach; uses facts and available information to develop logical assumptions; recognizes discrepancies and inconsistencies between facts and/or data; draws correct inferences from information; asks good questions and probes all sources for answers Leader: Recognizes the appropriate problems to work on; marshals resources needed to work on a problem; looks for creative and innovative solutions [top] |
Manager: Fosters an ongoing dialogue about the team’s vision and purpose; develops and communicates goals that align with the organization’s vision and purpose; sets clear expectations and establishes a course of action to achieve goals; sets priorities; thinks proactively; anticipates and prepares for roadblocks Leader: Builds an inspirational and compelling shared vision and sense of core purpose; fosters an ongoing dialogue about the organization’s vision and purpose; analyzes the organization’s position relative to similar institutions and develops strategy based on current position; creates a climate of creativity to achieve organizational goals; understands how vision and purpose in other areas of the organization interrelate with own area; inspires the broader organization to share their vision [top] |