Purchase Managerial Competency Framework for Senior Managers (11 Senior Manager Competencies with 3 Proficiency Levels)

£15.00

A competency framework is a means by which organisations communicate which behaviours are required, valued, recognised and rewarded with respect to specific occupational roles. It ensures that staff, in general, have a common understanding of the organisation’s values and expected excellent performance behaviours.

All companies will have their own ideas of what behaviours they want to see. These are 11 common senior manager competencies

Managerial Competency Framework for Senior Managers

1. Strategic Capability and Leadership
2. Programme and Project Management
3. Financial Management
4. Change Management
5. Knowledge Management
6. Service Delivery Innovation (SDI)
7. Problem Solving and Analysis
8. People and Diversity Management
9. Client Orientation and Customer Focus
10. Communication
11. Accountability and Ethical Conduct

The download is in a Word Document format so that you can use it as a template or edit the competencies.

More information below

Description

A competency framework is a means by which organisations communicate which behaviours are required, valued, recognised and rewarded with respect to specific occupational roles. It ensures that staff, in general, have a common understanding of the organisation’s values and expected excellent performance behaviours.

All companies will have their own ideas of what behaviours they want to see. These are 11 common senior manager competencies each with 3 proficiency levels.

Managerial Competency Framework for Senior Managers

1. Strategic Capability and Leadership
2. Programme and Project Management
3. Financial Management
4. Change Management
5. Knowledge Management
6. Service Delivery Innovation (SDI)
7. Problem Solving and Analysis
8. People and Diversity Management
9. Client Orientation and Customer Focus
10. Communication
11. Accountability and Ethical Conduct

Explanatory Notes:

  • The proficiency levels should be agreed to with due consideration to the position held by the incumbent and consultations between the incumbent and his / her manager.
  • This framework should be seen as a continuum that allows for the development of an individual’s competency within a competency improvement system from proficiency level 1 to 3.

 

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