# PeopleFluent Talent Management 22.11
Competency Libraries

This page lists the Competencies and related Behaviors that are shipped in the standard configuration of PeopleFluent Talent Management.

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## Table 1: PeopleFluent Library

Library Source: PeopleFluent
Competency Group: Core

Competency | Competency Description | Rating Scale | Behaviors | Behavior Description | Writing Assistant Performance Level | Writing Assistant Topic | Writing Assistant Topic Description
--- | --- | --- | --- | --- | --- | --- | ---
Communication - Advanced | Able to represent company at media events and to make speeches at industry events. | Competency 3-Point 3=Highest | Communication is clear and appropriate for audience | Uses appropriate vocabulary; is in command of the message; logically and simply conveys ideas; uses effective vocabulary. | Exceeds Expectations | Advanced | Clearly conveying information and ideas to individuals and groups of all sizes, in a way that engages the audience and helps them understand and retain the message.
|  |  |  |  | Meets Expectations | Basic | Clearly conveying information and ideas to individuals in a way that engages and helps them understand the message.
|  |  | Presentations are interesting and effective | Speaks with appropriate pace and inflection; conveys an air of confidence, ease, and enthusiasm; understands the material and uses congruent nonverbal communication; may use visual aids to enhance understanding of the content. | Exceeds Expectations | Advanced | Clearly conveying information and ideas to individuals and groups of all sizes, in a way that engages the audience and helps them understand and retain the message.
|  |  |  |  | Meets Expectations | Basic | Clearly conveying information and ideas to individuals in a way that engages and helps them understand the message.
|  |  | Written communication is clear and concise | Writes clearly and understandably; sequences information in a logical manner to aid understanding; uses appropriate grammar and punctuation; avoids jargon or technical words; uses a tone and format suggested by the topic and audience. | Exceeds Expectations | Advanced | Clearly conveying information and ideas to individuals and groups of all sizes, in a way that engages the audience and helps them understand and retain the message.
|  |  |  |  | Meets Expectations | Basic | Clearly conveying information and ideas to individuals in a way that engages and helps them understand the message.
Customer Service - Advanced | Anticipates, assesses, and responds effectively to the needs of diverse internal and external customers while creating customer service policy. | Competency 3-Point 3=Highest | Advocates for customers | Identifies when actions or decisions will affect the customer in a positive or negative way; expresses concerns to others. |  |  |
|  |  | Builds customers' knowledge | Shares information with customer to build their understanding of issues. |  |  |
|  |  | Conveys timely status and progress updates | Considers how actions or plans will affect customer; responds quickly to meet customer needs and resolve problems; avoids overcommitments. |  |  |
|  |  | Establishes collaborative, trusting partnerships | Adopts a long-term perspective in developing mutually beneficial business relationships with customers. |  |  |
|  |  | Makes sure customers are heard | Listens and responds with empathy to customer issues or ideas; acknowledges customer contributions to discussion in a manner that maintains esteem. |  |  |
|  |  | Provides efficient and effective solutions | Uses understanding of customer needs and expectations to generate mutually beneficial solutions or alternatives. |  |  |
|  |  | Understands the customers' business problems | Actively seeks information to understand customer circumstances, problems, expectations, and needs. |  |  |
Personal Accountability - Advanced | Accepts responsibility for own work and documents and resolves issues while completing tasks. | Competency 3-Point 3=Highest | Always on the look-out for new opportunities | Systematically evaluates business opportunities and targets those opportunities with the greatest potential for producing positive business results. | Exceeds Expectations | Advanced | Setting stretch goals for personal and group accomplishment; using measurement methods to monitor progress toward goal attainment; tenaciously working to meet or exceed the goals while deriving satisfaction from the process of goal achievement and continuous improvement.
|  |  |  |  | Meets Expectations | Basic | Setting realistic goals for personal accomplishment; using adequate methods to achieve those goals to best of ability.
|  |  | Doesn't settle for mediocrity | Establishes stretch goals for self and others that are designed to achieve positive business results. | Exceeds Expectations | Advanced | Setting stretch goals for personal and group accomplishment; using measurement methods to monitor progress toward goal attainment; tenaciously working to meet or exceed the goals while deriving satisfaction from the process of goal achievement and continuous improvement.
|  |  |  |  | Meets Expectations | Basic | Setting realistic goals for personal accomplishment; using adequate methods to achieve those goals to best of ability.
|  |  | Goes above and beyond in reaching organizational goals | Works tenaciously toward and derives satisfaction from achieving stretch goals related to positive business results. | Exceeds Expectations | Advanced | Setting stretch goals for personal and group accomplishment; using measurement methods to monitor progress toward goal attainment; tenaciously working to meet or exceed the goals while deriving satisfaction from the process of goal achievement and continuous improvement.
|  |  |  |  | Meets Expectations | Basic | Setting realistic goals for personal accomplishment; using adequate methods to achieve those goals to best of ability.
|  |  | Plans, acts, observes, and adjusts | Remains self-disciplined; measures progress and evaluates results; reprioritizes as appropriate; prevents irrelevant issues or distractions from interfering with timely completion of important tasks. | Exceeds Expectations | Advanced | Setting stretch goals for personal and group accomplishment; using measurement methods to monitor progress toward goal attainment; tenaciously working to meet or exceed the goals while deriving satisfaction from the process of goal achievement and continuous improvement.
|  |  |  |  | Meets Expectations | Basic | Setting realistic goals for personal accomplishment; using adequate methods to achieve those goals to best of ability.
Resourcefulness - Advanced | Utilizes available resources, seeks out new resources, and creates new resources to assist in day-to-day operations and to produce quality products and services. | Competency 3-Point 3=Highest | Develops a strong professional network | Demonstrates understanding of the importance of relationships and alliances; proactively builds and uses key relationships (network) to gain cooperation without formal authority. |  |  |
|  |  | Explores ideas to surface core opportunities and objections | Questions and probes to seek information to understand the position others have regarding an idea, plan, or activity. |  |  |
|  |  | Recognizes areas of excellence | Appropriately recognizes contributions, competencies, and potential; listens and responds to the affect and content of concerns. |  |  |
|  |  | Values diversity of thought | Develops others' and own ideas by seeking and building on the suggestions of others, presenting own ideas, and making procedural suggestions. |  |  |
Decisiveness - Advanced | Exercises good judgment by making sound and well-informed decisions and makes effective and timely decisions, even when data are limited or solutions produce unpleasant consequences. | Competency 3-Point 3=Highest | Always has a "Plan B" | Creates relevant options for addressing problems/opportunities and achieving desired outcomes. | Meets Expectations | Basic | Making appropriate decisions even in challenging situations; weighs options carefully and thoroughly; considers the needs of all involved parties.
|  |  | Does not act in isolation | Includes others in the decision-making process as warranted to obtain good information, make the most appropriate decisions, and ensure buy-in and understanding of the resulting decisions. | Meets Expectations | Basic | Making appropriate decisions even in challenging situations; weighs options carefully and thoroughly; considers the needs of all involved parties.
|  |  | Makes informed decisions | Identifies the need for and collects information to better understand issues, problems, and opportunities. | Meets Expectations | Basic | Making appropriate decisions even in challenging situations; weighs options carefully and thoroughly; considers the needs of all involved parties.
|  |  | Makes wise choices | Formulates clear decision criteria; evaluates options by considering implications and consequences; chooses an effective option. | Meets Expectations | Basic | Making appropriate decisions even in challenging situations; weighs options carefully and thoroughly; considers the needs of all involved parties.
|  |  | Moves forward in a timely fashion | Implements decisions or initiates action within a reasonable time. | Meets Expectations | Basic | Making appropriate decisions even in challenging situations; weighs options carefully and thoroughly; considers the needs of all involved parties.
|  |  | Sees two steps ahead and adjusts accordingly | Recognizes issues, problems, or opportunities and determines whether action is needed. | Meets Expectations | Basic | Making appropriate decisions even in challenging situations; weighs options carefully and thoroughly; considers the needs of all involved parties.
Execution - Advanced | Manages action plans and analyzes problems. Distinguishes between relevant and irrelevant information to make logical decisions. Provides solutions to individual and organizational problems. | Competency 3-Point 3=Highest | Aligns priorities with organizational strategies | Identifies more critical and less critical activities consistent with organizational goals. | Meets Expectations | Basic | Offering creative solutions to issues and problems; continually searching for new ideas and procedures; establishes an environment in which creativity flourishes.
|  |  | Effectivetly manages ROI | Prioritizes and utilizes resources consistent with organizational goals; negotiates for and accesses additional resources (including those outside immediate domain of control) when necessary for critical tasks. | Meets Expectations | Basic | Offering creative solutions to issues and problems; continually searching for new ideas and procedures; establishes an environment in which creativity flourishes.
|  |  | Thoughtfully assesses all facets of a problem | Generates and encourages others to generate options to address issues and utilize available resources; evaluates/selects alternatives considering business priorities, available resources, and the availability of additional resources. | Meets Expectations | Basic | Offering creative solutions to issues and problems; continually searching for new ideas and procedures; establishes an environment in which creativity flourishes.
Strategic Planning - Advanced | Examines policy issues and strategic planning with a long term perspective. Determines objectives and sets priorities. Anticipates potential threats or opportunities. | Competency 3-Point 3=Highest | Closes knowledge gaps for informed decisions | Identifies and fills gaps in information required to understand strategic issues. | Exceeds Expectations | Advanced | Keeping the organization's vision and values at the forefront of all decision making and actions.
|  |  |  |  | Meets Expectations | Basic | Keeping the department's goals at the forefront of decision making and actions.
|  |  | Draws meaningful information from raw data | Organizes information and data to identify/explain major trends, problems, and causes; compares and combines information to identify underlying issues. | Exceeds Expectations | Advanced | Keeping the organization's vision and values at the forefront of all decision making and actions.
|  |  |  |  | Meets Expectations | Basic | Keeping the department's goals at the forefront of decision making and actions.
|  |  | Follows through on plans | Makes sure strategies are carried out; monitors results and makes adjustments as needed. | Exceeds Expectations | Advanced | Keeping the organization's vision and values at the forefront of all decision making and actions.
|  |  |  |  | Meets Expectations | Basic | Keeping the department's goals at the forefront of decision making and actions.
|  |  | Plans effectively | Identifies the key tasks and resources needed to achieve objectives. | Exceeds Expectations | Advanced | Keeping the organization's vision and values at the forefront of all decision making and actions.
|  |  |  |  | Meets Expectations | Basic | Keeping the department's goals at the forefront of decision making and actions.
Performance Management - Advanced | Communicates expectations of individuals and teams and accepts communication from individuals and teams of their expectations of how they should be managed and what they need to do their jobs. | Competency 3-Point 3=Highest | Available to assist and share knowledge | Offers personal time; provides appropriate amount of guidance, instruction, positive models, and opportunities for observation to help others develop skills; provides ongoing feedback. |  |  |
|  |  | Builds trust | Reinforces the importance of open discussion; keeps discussions action oriented; checks for agreement. |  |  |
|  |  | Celbrates successes | Looks for opportunities to reinforce, reward, and celebrate the accomplishments of individuals. |  |  |
|  |  | Clearly communicates organizational goals | Clearly communicates high expectations for performance and confidence in individual's ability to excel; checks for understanding of performance expectations; appropriately gains buy-in to performance goals; establishes means for follow-up. |  |  |
|  |  | Helps team members build self-confidence | Praises others' contributions, competencies, and potential. |  |  |
|  |  | Makes process improvement a reality | Actively seeks ideas or suggestions for performance improvement; collaboratively develops alternatives; builds on good ideas and implements the ideas. |  |  |
|  |  | Provides honest and timely feedback | Monitors progress against expectations and addresses performance gaps; communicates any development needs and their importance. |  |  |
|  |  | Relies on multiple channels for feedback | Seeks information and opinions about performance issues; effectively presents or explains information on performance; shares timely, specific, and constructive feedback. |  |  |
|  |  | Sees things from the other person's point-of-view | Listens and responds to the affect and content of concerns. |  |  |
Team Building - Advanced | Establishes standards that work best for the team, analyzes and executes team-building measures. Maintains a healthy work environment within the team. | Competency 3-Point 3=Highest | Creates a team of lifelong learners | Aligns support systems, accountabilities, and incentives, which ensures a learning environment. | Exceeds Expectations | Advanced | Continuously seeking to enhance skills, background, and technical ability; committed to improving job performance and helping others improve theirs; receptive to innovative and fresh ideas.
|  |  |  |  | Meets Expectations | Basic | Develops employee skills and capabilities by providing appropriate feedback, suggestions, and example of how to effectively perform the work assigned.
|  |  | Creates effective reward systems to incent high performance | Supports and advocates for deserving individuals; actively pursues appropriate recognition, rewards, and resources for strong performers; when necessary, defends strong performers, even in the face of challenges. | Exceeds Expectations | Advanced | Continuously seeking to enhance skills, background, and technical ability; committed to improving job performance and helping others improve theirs; receptive to innovative and fresh ideas.
|  |  |  |  | Meets Expectations | Basic | Develops employee skills and capabilities by providing appropriate feedback, suggestions, and example of how to effectively perform the work assigned.
|  |  | Effectively assesses and develops team members | Determines the mix and level of capability required by the business to support current and future objectives; assesses the key strengths and development opportunities of groups. | Exceeds Expectations | Advanced | Continuously seeking to enhance skills, background, and technical ability; committed to improving job performance and helping others improve theirs; receptive to innovative and fresh ideas.
|  |  |  |  | Meets Expectations | Basic | Develops employee skills and capabilities by providing appropriate feedback, suggestions, and example of how to effectively perform the work assigned.
|  |  | Fosters a culture of opportunity and growth | Establishes organizational systems to encourage talented individuals to remain within the organization; addresses individuals' needs for flexibility within the organizational structure; provides a clear career path for talented individuals that provides challenge and career satisfaction. | Exceeds Expectations | Advanced | Continuously seeking to enhance skills, background, and technical ability; committed to improving job performance and helping others improve theirs; receptive to innovative and fresh ideas.
|  |  |  |  | Meets Expectations | Basic | Develops employee skills and capabilities by providing appropriate feedback, suggestions, and example of how to effectively perform the work assigned.
|  |  | Provides a platform for high potentials to demonstrate their abilities | Provides high visibility to individuals with potential; offers challenging managerial assignments that build confidence and credibility; provides such individuals with a personal vision for their future. | Exceeds Expectations | Advanced | Continuously seeking to enhance skills, background, and technical ability; committed to improving job performance and helping others improve theirs; receptive to innovative and fresh ideas.
|  |  |  |  | Meets Expectations | Basic | Develops employee skills and capabilities by providing appropriate feedback, suggestions, and example of how to effectively perform the work assigned.
|  |  | Sees and leverages development opportunities | Identifies developmental assignments and the potential learning in the assignment; matches assignments with individual development opportunities. | Exceeds Expectations | Advanced | Continuously seeking to enhance skills, background, and technical ability; committed to improving job performance and helping others improve theirs; receptive to innovative and fresh ideas.
|  |  |  |  | Meets Expectations | Basic | Develops employee skills and capabilities by providing appropriate feedback, suggestions, and example of how to effectively perform the work assigned.
Staff Management - Advanced | Using merit principles, ensures staff are appropriately selected, developed, utilized, appraised, and rewarded; takes corrective action. | Competency 3-Point 3=Highest | Constructs effective performance management processes | Works collaboratively with colleagues and team members to establish performance expectations necessary to achieve objectives | Exceeds Expectations | Advanced | Demonstrates the ability to provide both strategic and tactical direction to all employees in the organization by fostering a common vision, clarifying roles and responsibilities, and establishing and overseeing major projects.
|  |  |  |  | Meets Expectations | Basic | Demonstrates the ability to provide direction to self and group by overseeing minor projects.
|  |  | Discusses roles and responsibilities with staff members' regularly | Works with and involves team members in clarifying the team roles and responsibilities necessary for success. | Exceeds Expectations | Advanced | Demonstrates the ability to provide both strategic and tactical direction to all employees in the organization by fostering a common vision, clarifying roles and responsibilities, and establishing and overseeing major projects.
|  |  |  |  | Meets Expectations | Basic | Demonstrates the ability to provide direction to self and group by overseeing minor projects.
|  |  | Maintains strong connection with team and coaches for success | Stays close to team performance; helps to keep the team on track; facilitates adjustments when necessary. | Exceeds Expectations | Advanced | Demonstrates the ability to provide both strategic and tactical direction to all employees in the organization by fostering a common vision, clarifying roles and responsibilities, and establishing and overseeing major projects.
|  |  |  |  | Meets Expectations | Basic | Demonstrates the ability to provide direction to self and group by overseeing minor projects.
|  |  | Motivates team towards success | Looks for and capitalizes on opportunities to motivate, celebrate, and reward successful team performance. | Exceeds Expectations | Advanced | Demonstrates the ability to provide both strategic and tactical direction to all employees in the organization by fostering a common vision, clarifying roles and responsibilities, and establishing and overseeing major projects.
|  |  |  |  | Meets Expectations | Basic | Demonstrates the ability to provide direction to self and group by overseeing minor projects.
|  |  | Proactively assesses and adjusts team for optimum performance | Evaluates resource needs and recruits, attracts, selects, and retains talented individuals; works to develop teams both locally and across organizational boundaries. | Exceeds Expectations | Advanced | Demonstrates the ability to provide both strategic and tactical direction to all employees in the organization by fostering a common vision, clarifying roles and responsibilities, and establishing and overseeing major projects.
|  |  |  |  | Meets Expectations | Basic | Demonstrates the ability to provide direction to self and group by overseeing minor projects.

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