Organizational Learning and Development Section Overview Presentation September

Organizational Learning and Development Section Overview Presentation September 2011

UNICEF Competency Framework Redesign Project • Competency redesign project • Outline of revised Competency Framework § § § Core Values Core Competencies Functional Competencies • Full Competency Framework Document with Behavioral Indicators & related documents on DHR Intranet

Leadership Framework Organizational Core Competencies Organizational Strategy Core Values/ Culture Children Soft Skills Knowledge/ Technical Skills Performance Skills Individual Learning, Development & Performance Management UNICEF Adapted from Building Robust Competencies, Green, Paul C. , Jossey-Bass, 1999 Hard Skills Organizational Success

CF: Competencies – Core and Functional COMPETENCIES Core Competencies Communication Working with People Drive for Results Functional Competencies Deciding and Initiating Action Creating and Innovating Leading and Supervising Formulating Strategies & Concepts Relating and Networking Planning and Organizing Persuading and Influencing Following Instructions & Procedures Applying Technical Expertise Adapting & Responding to Change Analyzing Coping with Pressure and Setbacks Learning and Researching Entrepreneurial Thinking

CF: Competency Levels • Recent revisions to the CF produced a leveled competency framework, with different behavioral indicators for each level set so that; – Different levels of competencies can be assigned to different jobs – An individual’s competency development progress can be tracked

CF: Sample Leveled Competency COMPETENCIES Functional Competencies Level 1 Relating and Networking Easily establishes good relationships with customers and staff; builds wide and effective networks of contacts inside and outside the organization; relates well to people at all levels; manages conflict; uses humor appropriately to enhance relationships with others Level 2* Level 3* Makes people feel at ease and builds good working relationships with them Quickly builds rapport with different types of people and establishes good working relationships with them Quickly builds rapport with individuals and groups. Actively nurtures good relationships with people across all organizational levels and boundaries, and with external contacts and clients Uses people contacts to the advantage of own work and work of immediate colleagues Maintains and extends an effective network of links with individuals across organizational departments Maintains and extends an effective network of individuals outside the organization, building strategic partnerships with a range of key stakeholders Recognizes disagreements and tensions between individuals and attempts to resolve or ease them Tactfully resolves conflict between others and takes actions to reduce any anger or frustrations they might feel Identifies and tackles disagreements that compromise organizational objectives. Diplomatically facilitates the resolution of conflict between others and ensures that their anger or frustration is dealt with tactfully

CF: How Are Competencies Assigned? • Core Competencies (3) - apply to all UNICEF staff; will be automatically applied to all roles • Functional Competencies (normally 3 to 5) assigned to roles at advice of HR Classification Unit with input from relevant manager

CF: Sample Default Competency Set Job area: Communication Level: P 3 COMPETENCIES CORE VALUES Core Competencies Functional Competencies Diversity & Inclusion Communication (3) Integrity Working with People (2) Relating and Networking (2) Commitment Drive for Results (2) Learning and Researching (3) Adapting and Responding to Change (2) (#) Indicates the competency level Following Instructions and Procedures (2) KNOWLEDGE & SKILLS (See Generic Job Profile)

MADC Briefing September 2011

Revised Competency Framework COMPETENCIES Core Competencies Communication Working with People Drive for Results Functional Competencies Deciding and Initiating Action Creating and Innovating Leading and Supervising Formulating Strategies & Concepts Relating and Networking Planning and Organizing Persuading and Influencing Following Instructions & Procedures Applying Technical Expertise Adapting & Responding to Change Analyzing Coping with Pressure and Setbacks Learning and Researching Entrepreneurial Thinking

Competencies Assessed at MADC 1. 2. 3. 4. 5. 6. 7. 8. Communication Drive for Results Leading and Supervising Persuading and Influencing Analyzing Formulating strategies and concepts Adapting and responding to change Entrepreneurial Thinking

Assessment Tools and Methodologies • 360º Survey • Three tools psychometric instruments: • The Occupational Personality Questionnaire (OPQ) • Verbal and Numerical Reasoning Tests • Competency Based Interview (CBI) of each participant will be conducted by an assessor @ the MADC. – The CBI will be structured to focus on a subset of the competencies to be assessed

Assessment Tools and Methodologies Role-Play Exercises – Each participant will receive a set of materials (the dossier) containing a variety of kinds of information, along with instructions for each of the exercises. • Strategic Analysis/Presentation Exercise • Negotiation Exercise