Leadership Competencies

AO’s Leadership Competencies

AO has identified leadership competencies (pdf.), which include the knowledge, skills and attitudes that an individual possesses that lead to successful performance. These competencies will allow for the establishment of development plans and performance indicators with clear expectations.

Behaviorally Anchored Rating Scale (BARS) guides for each domain are located below.

Included in the leadership competencies resources are career development frameworks, which are created and mapped to existing programs and initiatives, including performance management, succession planning and recruitment. Identified competencies are incorporated into work profiles, and competency attainment is woven into annual performance expectations for supervisors, beginning with the start of the current performance management cycle. To facilitate the process of assessing supervisors’ behaviors in alignment with the leadership competency model, the accompanying Excel assessment tool is available.

Talent Management Strategy

Broadly defined, a talent management strategy is a formal plan to meet business goals through the successful hiring and retention of engaged employees. AO’s talent management strategy is focused on five areas:

• Attracting talented employees
  • Advertise career development opportunities that create a workplace that is attractive to the type of candidates AO needs
• Selecting the right employees for the job
  • Enable managers to make better selection and hiring decisions to ensure that people with the right competencies are onboarded in the right positions at the right time
• Engaging employees with the business culture
  • Connect employees by linking personal achievement to organizational success
• Developing employees through professional growth
  • Target training and development investments in programs tailored to individual employees and organizational needs, which will reinforce succession planning processes
• Retaining valuable employees
  • Create a foundation based on AO’s purpose, principles and values for retention, along with succession planning

AO’s Leadership Competencies will play a particularly important role in retention, engagement and development of employees. More information about talent management resources will be forthcoming in the next few months. Please direct any questions about this to Kim Pearson, associate vice president and chief of staff, at kimpearson@purdue.edu.