Behavioural Competencies provide a common language and frame of reference for attracting, retaining, developing and recognizing the best talent. They were identified through a series of interviews with McGill senior management, staff focus groups and benchmarking research, as the most vital behavioural competencies for the continuous growth of our institution:
- Change Agility
- Resourcefulness
- Teaming
- Managerial Courage
- Self-Awareness and Management
- Client Service Orientation
- Performance Orientation
Expected proficiency levels have been linked to job grades according to the specific job family (HRM, IST, ADM, etc.) and level (M1, M2, M3, M4).
Note: To confirm your grade, log into Workday, access your “Personal Information” and view “About Me” to find your Job Profile Information.
The following resources have been developed to help supervisors apply the Behavioural Competencies as well as coach employees and ensure effective talent management
|
Template/Guide |
Description |
How to Use |
For Employees |
For Supervisors |
|---|---|---|---|---|
|
The rubric describes the 7 behavioural competencies and their expected proficiency levels for each of the job profiles. |
To be used as a guide when you are filling out the Behavioural Competencies section of the Performance Dialogue and Appraisal Form.
Identify your job profile and find your expected proficiency level for each of the behavioural competencies. |
X |
X |
|
|
A guide that provides you with examples of the proficiency levels for each behavioural competency. |
Confirm your proficiency level and find tips and tricks on how to develop your competencies. |
X |
X |