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
- 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 (PER, IST, ADM, etc.) and level (M1, M2, M3, M4).
Note: To confirm your grade, log into Minerva, access your Position Title and Grade Table via:
Employee Menu>Jobs Summary >Click on your Current Position Title>Your Grade is located under the “Grade Column” of the Table.
The following resources have been developed to help supervisors apply the Behavioural Competencies as well as coach employees and ensure effective talent management:
To prepare for Performance Dialogues, employees and supervisors must be prepared to explore and agree upon 1 to 2 Behavioural Competencies that would be most valuable to enhance the employee’s performance, job satisfaction, and career aspirations.
- Supervisors must also recognize Behavioural Competencies that the employee demonstrates particularly well by providing specific examples to illustrate the employee’s strengths.
- Discover tips and specific proficiency level-based work examples on how to explore each of the competencies: reflection questions, interview questions, etc.
- Understand how we can support the development of each of the competencies: McGill Workshops, Probing Questions and CoachingOurselves Modules