How Competencies Can Impact the Bottom Line ROI

How Competencies Can Impact the Bottom Line (ROI) �By properly leveraging the competency model to coach and develop employees, this in turn impacts the retention of employees who develop their potential and marketability, therefore they are more engaged in the work they produce/deliver �Retention of employees helps decrease turnover limiting the need for recruitment and onboarding �Targeted development helps decrease repetitive training Reduced costs Increased focus on our critical talent • Turnover $ • More productivity & engagement • Recruitment • Improved workforce planning $ opportunities • Onboarding $ • More focus on developing our top • Training $ talent • Better leadership development Confidential – Do Not Copy or Distribute. 1

Competency Model Example Getting the right people in the right seats to deliver on top priorities Creating a sustainable organization that develops the next generation of leadership Building an engaged high-performance team that outperforms the competition Framing organization models and policies to efficiently deliver the future Confidential – Do Not Copy or Distribute. 2

Building Proficiency For each of the competencies, we have defined four levels of proficiency: Learning to do it • General knowledge of skills or competency • Initial practical application of competency; however, not yet proficient • Performs skill or competency with instruction • Requires additional effort to apply / execute competency Knowing how to do it • Able to translate knowledge of the competency into context • Performs skill or competency independently Doing it regularly and consistently • Autonomously applies skill or competency regularly and consistently • Ability to apply competency on a larger scale, as applicable • Mature and planned demonstration of competency Confidential – Do Not Copy or Distribute. Knowing it enough to teach others • Ability to teach or guide others on respective competency • Optimized performance and influences others to build the competency • Generates new ideas as an innovator • Considered subject matter expert in respective field • Sets example in proficiency of competency to peers 3

Competency Model: Example Competency Model: A set of competencies, or categories of competencies, linked to a particular role Proficiency Level: A progression of behavioral standards to reach highest proficiency for that particular competency Competency Model: Sales Consultant Competency: Developin Consult g ant Relations hips Category: A subset of competencies within the competency model that have a common theme Learning Knowing Doing Teaching Consistently conducts oneself with a professional demeanor when working with customers, making a good first impression and following through on commitments Successfully gains the trust of customers by clearly demonstrating category knowledge and awareness of industry trends Is viewed by customers as a trusted business partner due to deep understanding of customer's business and industry Shares best practices for building long-term, positive, trust-based partnerships with customers that establish credibility Competency: A set of behaviors that can be measured and indicate a level of skill within a particular role Confidential – Do Not Copy or Distribute. Description: Knowledge, skills, and abilities (KSAs) that allow a person to successfully carry out a task or responsibility that is needed to perform in a particular role 4