APR 2 8 2006 MEMORANDUM FOR CHIEF HUMAN CAPITAL OFFICERS
UNITED STATESOFFICE OF PERSONNEL MANAGEMENTWASHINGTON, DC 20415-1000OFFICE OF TIlE DIRECTORAPR2 8 ject:LINDAM. SPRINGERDirector/ -Human Resources Management Expert SurveyResultsIn January 2006, the Office of Personnel Management (OPM) initiated a surveyof Federal Human Resources (HR) experts to collect data necessary to confirm thecompetencies of the CHCO Council Human Resources Management (HRM)Competency Model for recruitment and selection (attached). During the ProudTo-Be ill cycle, agencies are using the competencies to establish targets anddevelop strategies for closing competency gaps in the HR Specialist workforce.We have completed our analysis of the expert survey and are pleased to informyou that the CHCO Council competencies have been confirmed for use inselection at grades GS-13 or equivalent and above, with a subset confirmed foreach grade below GS-13 or equivalent. Competencies confirmed for use inselection must be used in conjunction with OPM's Group Coverage QualificationStandard for Administrative and Management Positions that covers the HRSpecialist, 0201, occupation.Previously, the competencies in the model could be used for developmentalpurposes only. This greatly expands your options for closing competency gaps,allowing for the recruitment and selection of highly qualified HR professionals.In addition, the expanded model provides competency proficiency levelinformation to assist with your workforce planning efforts.Thank you for your continued support of this important project. If you have anyquestions regarding the results of the HR expert survey, please contact AndreaBright, Manager of the Standards, Competencies, and Assessment DevelopmentGroup at (202) 606-3600, or e-mail competency@opm.gov.Attachmentcc: Human Resources DirectorsCON 131-64-4September 2001
Human Resources Management Competency ModelCompetencies Confirmed for SelectionThe following table presents the human resources management (HRM) competencies that have beenconfirmed as appropriate for selection on a Governmentwidebasis for 0201 Human Resources (HR)Specialist positions. Agencies may use these competencies to select applicants with no additionaljobanalysis required. Agencies with 0201 HR Specialist positions that require competencies not on thislist must have job analysis information to support the use of the additional competencies for selectionpurposes. Please refer to OPM's Delegated Examining Operations Handbook for more informationon conducting a job analysis.Grade5Grade7.Grade9Competenciesforall 0201positions. CustomerService*Attentionto Detail . Attentionto Detail. Integrity/Honesty. CustomerService* . Customer Service*. Interpersonal. Integrity/Honesty . Flexibility. Integrity/HonestySkills*Interpersonal. Reading. InterpersonalSkills*.Reading. ReadingGrade11.Attention to Detail.Flexibility. CustomerService*. DecisionMaking.InformationSkills*Management. Integrity/HonestySelf-Management . InterpersonalSkills*. Teamwork*Oral Communication.Writing. Problem Solving*. Reading. ReasoningSelf-Management.Stress Tolerance. Teamwork*. WritingNoneTechnical only. Classification*NoneNone.HR Information. Systems*Recruitment/Placement** Competencies marked with an asterisk are those adopted by the Chief Human Capital Officers (CHCO) Council forProud-to-Be III.1
Grade12Grade13Grade14Competenciesfor all 0201positions. All competencies. Attentionto Detail. All competenciesGrade15.All competenciesCreativeThinkingCustomer Service*. DecisionMaking. Flexibility.InfluencinglNegotiatingInformation ManagementIntegrity/Honesty. InterpersonalSkills*. Oral CommunicationEvaluating. PlanningandProblemSolving*Legal, Government, andJurisprudence*Reading. Reasoning.Self-Management. StressTolerance. Teamwork*. TechnicalCompetence*. Writing. tionsonly. All competencies . All competenciesCompensation*Employee Benefits* .Employee Relations*HR InformationSystems*. PerformanceManagement*.RecruitmentiPlacement*2. All competencies
Human Resources Management Competency ModelCompetency Importance RankingsThe table below presents the rank order of the competencies on current importance and er Service*Attention to DetailInterpersonal ritingTechnical Competence*Oral CommunicationStress ToleranceReasoningProblem Solving*Information ManagementDecision MakingLegal, Government and Jurisprudence*Organizational Awareness*Creative ThinkingPlanning and EvaluatingInfluencing/N egotiatingClient Engagement/Change Management*Workforce Planning*Project 141510161918172021222223242324Note: List does not include the competencies for 0201 specialized positions only (forexample, Compensation, Recruitment/Placement). Competenciesmarkedwith anasteriskarethoseadoptedby theCHCO CouncilforProud-to-BeIII.3
Human Resources Management Competency ModelProficiency Level GuidanceThe following table presents the proficiency levels associated with each HlUvIcompetency by gradelevel. Please note these proficiency levels are based on Governmentwide data and are provided asguidance for training and development. Required proficiency levels may vary based on an agency'sspecific occupational needs and position requirements.PositionsGrade LevelProficiencyLevel ScaleCompetency5791112131415Proficiency LevelCompetencies for all 0201 positionsAll 0201sAttention to DetailGeneral23344444Client e ThinkingGeneral22233445Customer Service*General33344445Decision luencing/NegotiatingGeneral22233444Information 4444445Interpersonal Skills*General33344445Technical12233445Oral CommunicationGeneral22333445Organizational Awareness*General12233444Planning and EvaluatingGeneral22233444Problem Solving*General22233444Project 44General22334444Legal, Government andJurisprudence*Stress Tolerance.'i' Competenciesmarkedwith an asterisk are those adopted by the CHCa Council for Proud-to-Be III.4
PositionsCompetencyGrade LevelProficiencyLevel Scale5791112131415Proficiency LevelCompetencies for all 0201 positions (continued)General22333444Technical Competence*Technical22333445Workforce All 0201sWritingCompetencies for 0201 specialized positions BenefitsEmployee e Relations*Technical11223444HRDevelopmentEmployee Development*Technical22233444InformationSystemsHR Information Systems*Technical22233444LaborRelationsLabor rformance Management*Technical12233444Recruitment &PlacementRecruitment/Placement*Technical223344445
Proficiency Level ScaleProficiency LevelGeneral CompetenciesTechnical Competencies5 Expert.Applies the competency.in exceptionallydifficultsituations.Servesas a key resourceand advisesothers.4 Advanced,.3 Intermediate.2 Basic1 Awareness.Appliesthe sas a key resourceandadvisesothers.Demonstrates comprehensive,expert understanding ofconcepts and processes.Applies the competency inApplies the competency.in considerablydifficultsituations. Generallyrequireslittleor noGenerally requires littleor no guidance.Applies the competency. Appliesthe competencyinin s.Requires occasionalguidance.Applies the competency.guidance.Demonstrates broadunderstanding of concepts andprocesses.difficultsituations.Requires occasional cesses.Appliesthe equentguidance.in somewhatdifficultsituations.Requires frequent.guidance.Applies the competency. Appliesthe competencyin the.in the simplestsituations.Requires close andextensive guidance.6.Demonstrates familiarity withconcepts and processes.simplestsituations.Requires close and extensiveguidance.Demonstrates awareness ofconcepts and processes.
Human Resources Management Competency ModelList of CompetenciesCompetencies for all 0201 positions1. Attention to Detail - Is thorough when performing work and conscientious about attending todetail.* 2. Client Engagement/Change Management - Knowledgeof the impactof changeon people,processes, procedures, leadership, and organizational culture; knowledge of change managementprinciples, strategies, and techniques required for effectively planning, implementing, and evaluatingchange in the organization.3. Creative Thinking - Uses imagination to develop new insights into situations and appliesinnovative solutions to problems; designs new methods where established methods and procedures areinapplicable or are unavailable.* 4. Customer Service - Works with clients and customers (that is, any individuals who use or receivethe services or products that your work unit produces, including the general public, individuals whowork in the agency, other agencies, or organizations outside the Government) to assess their needs,provide information or assistance, resolve their problems, or satisfy their expectations; knows aboutavailable products and services; is committed to providing quality products and services.5. Decision Making - Makes sound, well-informed, and objective decisions; perceives the impact andimplications of decisions; commits to action, even in uncertain situations, to accomplish organizationalgoals; causes change.6. Flexibility - Is open to change and new information; adapts behavior or work methods in responseto new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity.7. Influencing/Negotiating - Persuades others to accept recommendations, cooperate, or change theirbehavior; works with others towards an agreement; negotiates to find mutually acceptable solutions.8. Information Management - Identifies a need for and knows where or how to gather information;organizes and maintains information or information management systems.9. Integrity/Honesty - Contributes to maintaining the integrity of the organization; displays highstandards of ethical conduct and understands the impact of violating these standards on anorganization, self, and others; is trustworthy.* 10. Interpersonal Skills - Shows understanding, friendliness, courtesy, tact, empathy, concern, andpoliteness to others; develops and maintains effective relationships with others; may includeeffectively dealing with individuals who are difficult, hostile, or distressed; relates well to people fromI{\Competenciesmarkedwith anasteriskarethoseadoptedby theCHCOCouncilforProud-to-BeIII.7
varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities,and other individual differences.* 11. Legal, Government and Jurisprudence - Knowledge of laws, legal codes, court procedures,precedents, legal practices and documents, government regulations, executive orders, agency rules,government organization and functions, and the democratic political process.12. Oral Communication - Expresses information (for example, ideas or facts) to individuals orgroups effectively, taking into account the audience and nature of the information (for example,technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others,attends to nonverbal cues, and responds appropriately.* 13. Organizational Awareness - Knows the organization's mission and functions, and how itssocial, political, and technological systems work and operates effectively within them; this includes theprograms, policies, procedures, rules, and regulations of the organization.14. Planning and Evaluating - Organizes work, sets priorities, and determines resource requirements;determines short- or long-term goals and strategies to achieve them; coordinates with otherorganizations or parts of the organization to accomplish goals; monitors progress and evaluatesoutcomes.* 15. Problem Solving - Identifies problems; determines accuracy and relevance of information; usessound judgment to generate and evaluate alternatives, and to make recommendations.* 16. Project Management - Knowledge of the principles, methods, or tools for developing,scheduling, coordinating, and managing projects and resources, including monitoring and inspectingcosts, work, and contractor performance.17. Reading - Understands and interprets written material, including technical material, rules,regulations, instructions, reports, charts, graphs, or tables; applies what is learned from written materialto specific situations.18. Reasoning - Identifies rules, principles, or relationships that explain facts, data, or otherinformation; analyzes information and makes correct inferences or draws accurate conclusions.19. Self-Management- Sets well-defined and realistic personal goals; displays a high level ofinitiative, effort, and commitment towards completing assignments in a timely manner; works withminimal supervision; is motivated to achieve; demonstrates responsible behavior.20. Stress Tolerance - Deals calmly and effectively with high stress situations (for example, tightdeadlines, hostile individuals, emergency situations, dangerous situations).* 21. Teamwork - Encourages and facilitates cooperation, pride, trust, and group identity; fosterscommitment and team spirit; works with others to achieve goals.8
* 22. Technical Competence - Uses knowledge that is acquired through formal training or extensiveon-the-job experience to perform one's job; works with, understands, and evaluates technicalinformation related to the job; advises others on technical issues.* 23. Workforce Planning - Knowledge ofHR concepts, principles, and practices related todetermining workload projections and current and future competency gaps to align human capital withorganizational goals.24. Writing - Recognizes or uses correct English grammar, punctuation, and spelling; communicatesinformation (for example, facts, ideas, or messages) in a succinct and organized manner; produceswritten information, which may include technical material that is appropriate for the intendedaudience.Competencies for 0201 specialized positions only* 1. Classification - Knowledge of classification concepts, principles, and practices related tostructuring organizations and positions and determining the appropriate pay system, occupationalgrouping, title, and pay level of positions.* 2. Compensation - Knowledge of compensation concepts, principles, and practices, including payand leave administration and compensation flexibilities.* 3. Employee Benefits - Knowledge ofHR concepts, principles, and practices related to retirement,insurance, injury compensation, and other employee benefits programs.* 4. Employee Development - Knowledge of employee development concepts, principles, andpractices related to planning, evaluating, and administering training, organizational development, andcareer development initiatives.* 5. Employee Relations - Knowledge oflaws, rules, regulations, case law, principles, and practicesrelated to employee conduct, performance, and dispute resolution.* 6. HR Information Systems - Knowledge ofHR management concepts, principles, and practicesrelated to identifying and analyzing HR processes, translating functional requirements into technicalrequirements, and delivering and maintaining HR information systems.* 7. Labor Relations - Knowledge oflaws, rules, regulations, case law, principles, and practicesrelated to negotiating and administering labor agreements.* 8. Performance Management - Knowledge of performance management concepts, principles, andpractices related to planning, monitoring, rating, and rewarding employee performance.* 9. Recruitment/Placement - Knowledge ofHR concepts, principles, and practices related toidentifying, attracting, and selecting individuals and placing them into positions to address changingorganizational needs.9
Human Resources Management Competency Model Proficiency Level Guidance The following table presents the proficiency levels associated with each HlUvI competency by grade level. Please note these proficiency levels are based on Governmentwide data and are provided as guidance for training and development.
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