Competencies outline the essential requirements of a specific job and will help managers during the hiring process.
Competencies consist of personal attributes, skills and knowledge that are critical to being an effective and successful performer in a given position.
The competency approach to staffing matches people to jobs with similar competencies. The competency model also accounts for personal attributes, skills and knowledge people may have and may continue to acquire.
For more information about staffing, please refer to start the hiring process.
To find out more about competencies see below:
Competencies form the basis on which you will choose a qualified candidate to fill a position. Using In-Scope (SGEU) Competency Profiles you will be able to choose competencies for specific positions.
There is no set number of competencies required for a position, although eight to 12 competencies should suffice. Typically, a position will require one competency from each competency category on the profile (e.g. one each of Communication, Interpersonal, Problem-solving, etc.).
When selecting appropriate competencies for a position, you should begin by reviewing the duties and major responsibilities of the position. This will allow you to determine what competencies are absolutely required to be successful in the position.
It is important that a competency supporting Government of Saskatchewan's Commitment to Excellence be used in each competition.
If you cannot find a competency statement to suit an important aspect of a job, you can adapt an existing statement in a profile. Or, you can combine two similar statements, or borrow a statement (or portions of statements) from other profiles.
There are three broad categories of competencies: Knowledge, Skill/Ability and Personal Attributes.
Knowledge is the core baseline of information that allows a person to act in a position from an informed perspective. Knowledge is gained through informal and formal education, as well as work and life experience.
Skill/Abilities are demonstrated proficiencies which are gained or developed through past work and life experiences. Skills and abilities are also demonstrable, measurable and transferable from one situation to another.
Personal attributes are the qualities of character which can help predict what a person will do in a particular situation. Qualities include personal style, effectiveness, attitudes, habits and traits.
There are also competencies for leadership and management positions. These competencies allow for leaders and managers at all levels of the organization to develop and demonstrate knowledge, skills and attributes.
The Leadership and Management Competencies Guide serves to support career growth and development, managers in the hiring process, mentor and mentee participants in the Corporate Mentorship Program, employees in the development of their Work Plans, and many other workplace planning and development situations.