Comprehensive Competency Library

McLean & Company has defined competencies that can be used across many organizations. Use this tool to develop a com
for your employees, which includes McLean & Company's core, leadership, and functional competencies and provides the a
competencies for your organization.

Proficiency levels for each competency can be defined as follows:

Level 1 = Foundational: Baseline behaviors.

Level 2 = Capable: Practical application of the behaviors.
Level 3 = Inspirational: Role models, coaches, and influences demonstration of the behaviors.
Level 4 = Transformational: Envisions and innovates the next generation of the behaviors.

Tab 2. Review McLean & Company Competencies: Use this tab to familiarize yourself with the core and leadership comp
has created. You may also customize the wording of these competencies to align with organizational language. Any change

Tab 3. Functional Competencies: Use this tab to review McLean & Company's functional competencies for Sales, Market
competencies into tab 4 if you would like to use them.

Tab 4. Create Custom Competencies: Use this tab to create customized competencies for your organization including the
proficiency levels. Competencies created in this tab will carry over to tab 5.

Tab 5. Select Your Competencies: Use this tool to select the core, leadership, and custom competencies that will apply to
leadership competency descriptions can be found by hovering your mouse over the competency name. The competencies t
tab 6.

Tab 6. Select Proficiency Level: Use this tab to select the proficiency level that best aligns with the desired behaviors the
for each selected competency.

Tab 7. Performance Management Output: This tab combines your competency selection and proficiency level selection d
personalized competency framework for your employees or roles. This is a ready-to-use, printer-friendly document that can
initiatives, performance management, training and development, succession planning, and legal or regulatory compliance.

For acceptable use of this template, refer to McLean & Company's Terms of Use. These documents are intended to supply
professional, personal, legal, or accounting advice, and are not intended to be used as a substitute for any kind of professio
in whole or in part as a basis and guide for document creation. To customize this document with corporate marks and titles,
Company information in the Header field of this document.
his tool to develop a comprehensive competency framework
ncies and provides the ability to create customized

ore and leadership competencies that McLean & Company

al language. Any changes in this tab will carry over to tab 5.

encies for Sales, Marketing, Finance, IT, and HR. Copy these

rganization including the name, definition, and four

tencies that will apply to a given employee or role. Core and

me. The competencies that you checkmark will carry over to

e desired behaviors the employee should exhibit in their role

iciency level selection decisions to provide you with a

ndly document that can be used to support recruitment
regulatory compliance.

s are intended to supply general information only, not specific

for any kind of professional advice. Use this document either
porate marks and titles, simply replace the McLean &
Review McLean & Company Core and Leadership Competencies

In this tab, review the competencies built by McLean & Company and customize them as needed to align with your organiza
McLean & Company competencies below, be sure to adjust the definition and all four levels of proficiency associated with th

Core Competencies Definition

Contributes to the organization by understanding

and aligning actions with the organization's goals,
core functions, needs, and values. Seeks out and
incorporates multiple perspectives, experiences
Strategic Execution & Direction and industry trends to develop a holistic
perspective. Operationalizes ideas within the
business model. Displays critical thinking when
faced with a challenge, asking probing questions,
and looking for connections.

Takes time to analyze and understand the needs

of both internal and external customers. Asks for
feedback & incorporates into products and
Customer Focused services. Ensures the customer experience is a
key requirement in the design and development of
all products & services.
 Invests time in planning, discovery & reflection.
Engages in active mindfulness to identify and
adjust mental shortcuts. Seeks out the
Planful perspectives & experiences of others to test
assumptions. Proactively anticipates and plans for
the reactions of others, multiple outcomes,
potential issues and industry trends.

Relates comfortably with people across levels,

functions, cultures and geographies. Builds rapport
in an open, friendly and accepting way, even when
facing difficult or tense situations. Identifies
Relationship Building interpersonal and group dynamics and reacts
effectively. Solicits input from others constantly
and listens with empathy and concern. Identifies
information that is relevant and helpful for others
and shares it as appropriate.

Works well with others both on the team and

cross-functionally to achieve individual, team,
Collaborative department, and/or organizational goals. Values
diverse input and working with others as a way to
achieve the best output possible.
 Simplifies complex problems by using critical
thinking to evaluate problems, gathering
information, incorporating multiple perspectives,
understanding causes, and identifying best
possible solutions. Invests time in planning,
Decision-Making and Problem Solving
discovery, and reflection to drive better decisions
and more efficient implementations. Adopts an
audience-centric approach, understanding the
needs of the audience and incorporating them, as
appropriate, into the decision.

Integrates experience, external analysis and trends

to think beyond traditional models, recognize
opportunities and find new and better ways of
Innovating
doing things. Is open to experimentation to drive
innovation. Displays curiosity. Operates effectively
in an environment of uncertainty and displays
flexibility.

Adjusts thinking and behavior to resiliently face

change, and uses experience to fuel growth.
Enables the process of change and transition while
helping others deal with the effects of change.
Leading Through Change Displays self awareness of their personal reaction
to change and regulates their response. Acts as a
change champion, communicating the why behind
the change and aligning with the organizational
direction.
 Negotiates in a manner that results in positive
Negotiation business outcomes, while maintaining strong
relations with the other party.

Genuinely & intentionally communicates. Relays

key messages effectively, targeted to specific
audiences. Identifies other's communication style
Communicative and perspective, adjusting language and approach
accordingly. Employs active listening to
understand, rather than reply. Asks for, integrates
& values feedback from team, peers & leaders.

Continuously seeks opportunities to learn, displays

curiosity, demonstrates an ability to operate in
uncertainty, questions the applicability of past
approaches in the current environment, owns
Learning Focused
growth, persists when faced with obstacles, and
embraces failure and mistakes as a learning
opportunity. Is open to feedback & constructive
criticism.
 Develops a leadership presence in the
organization. Intentionally forms strong, trusting
relationships. Manages up, down, and across
Influencing effectively by anticipating and responding
proactively to stakeholder reactions. Leverages
their understanding of stakeholder management to
influence perception & direction.

Successfully applies appropriate Agile

methodologies (e.g. Scrum, Kanban, XP) to
develop products or manage projects in an
Agile Methodology iterative and incremental approach. Practices Agile
values and principles of collaboration, self-
organization, time management, agility, and
flexibility.

Successfully adopts and champions new

technology (digital solutions) to the relevant
context. Is aware of technological trends and
Digitally Aware
improves or solves business challenges by
identifying, applying, or creating technological
solutions.
 Demonstrates self-awareness in identifying their
emotions, understanding triggers and choosing
their behavior. Recognizes when their own blind
Emotionally Intelligent
spots may be impacting their decisions. Seeks to
understand and empathize with others’ emotions,
needs, and perspectives to guide their interactions.

Designs solutions that prioritize the end user’s

experience by executing the stages of design
thinking: empathize, define, ideate, prototype, and
Design Thinking
test. Adopts an iterative approach to designing
solutions, integrating ideas or feedback generated
at various stages.

Thrives and grows in a rapidly changing and

complex environment. Displays flexibility, activates
Resilience networks, and adopts a continuous growth mindset
to learn from mistakes and bounce back from
adversity.
 Contributes to an environment in which all
employees feel a sense of belonging, valued for
Inclusion
their differences, and empowered to participate
and contribute freely.

Leadership Competencies Definition

Identifies what is needed to achieve strategic or

organizational objectives. Seeks out and
incorporates multiple perspectives & experiences
and industry trends to develop a holistic
Managing Risk
perspective. Negotiates to achieve individual
goals, while thinking of the larger organization
implications. Operationalizes ideas within the
business model.

Openly, transparently, and clearly shares

information and the "why" behind decisions. Asks
Building Trust for and values the opinions of others. Displays
empathy when listening. Acknowledges when trust
has been broken and focuses on rebuilding.
 Looks for opportunities across the employee
lifecycle to engage and connect individually with
each member of the team. Creates an environment
Curating the Employee Experience where employees feel included, valued, informed
and engaged. Spends time on reflection to
understand personal connection with
organizational core values and alignment with self.

Leverages multiple data sources to challenge

assumptions and make data informed decisions.
Identifies, analyzes and interprets qualitative &
Data Literate
quantitative data. Develops insights from data built
on an understanding of organizational context.
Uses data to tell a story, influencing stakeholders.

Takes ownership of outcomes, positive or negative

without blaming others within the team or cross-
functionally. Recognizes when they are not
Accountable approaching a situation with accountability but
instead with a blame mindset. Takes accountability
for assigned tasks and executes on deliverables in
a timely manner.
 Lets go of control and decision-making power to
create space for others to take on responsibility for
tasks or a leadership role. Intentionally selects the
appropriate party and creates an environment
Distributing Leadership
where an individual may put themselves forward.
Cultivates an environment where influence trumps
authority and diversity of experience and
leadership development are highly valued.

Proactively builds, leverages & nourishes

relationships cross-functionally and outside the
organization. Asks for help and intentionally
Activating Networks
leverages the specialized experience of partners
(e.g. IT, HR, Finance). Connects with other areas
of the business to avoid siloed decision-making.

Allocates time to upfront planning to distribute work

in alignment with goals, manage resources and
prioritize. Analyzes the environment from multiple
Resource Planning
perspectives to better understand implications and
leverages scenario planning to prepare for multiple
outcomes and manage complexity.
 Displays courage when handling difficult
conversations and conflict. Actively listens, asks
probing questions, and displays emotional
Navigating Challenging Conversations
intelligence to preserve relationships & drive
resolution. Selects and applies the appropriate
resolution strategy depending on the situation.

Actively, intentionally, and continuously manages

the entire talent lifecycle of their team including
talent attraction, management of performance
Managing Talent
through goal setting, feedback and coaching;
ongoing support of talent; and personalized career
development.

Makes decisions based on a solid understanding

of the business goals, functions, processes and
the wider industry. Applies financial knowledge to
Business Acumen & Financial Literacy address organizational needs. Demonstrates an
understanding of the connections between
business units and the larger organizational impact
of decisions.
 Adopts a coaching mindset. Creates a thought
provoking and creative environment to help others
achieve their goals. Enables others to see new
Coaching perspectives, embrace new ways of thinking, raise
questions or challenge current thinking. Asks
open-ended questions, designed to explore
without an agenda.

Continuously seeks opportunities to learn, displays

curiosity, demonstrates an ability to operate in
uncertainty, questions the applicability of past
approaches in the current environment, owns
Learning Focused
growth, persists when faced with obstacles, and
embraces failure and mistakes as a learning
opportunity. Is open to feedback & constructive
criticism.

Develops a leadership presence in the

organization. Intentionally forms strong, trusting
relationships. Manages up, down, and across
Influencing effectively by anticipating and responding
proactively to stakeholder reactions. Leverages
their understanding of stakeholder management to
influence perception & direction.
 Simplifies complex problems by using critical
thinking to evaluate problems, gathering
information, incorporating multiple perspectives,
understanding causes, and identifying best
possible solutions. Invests time in planning,
Decision-Making and Problem Solving
discovery, and reflection to drive better decisions
and more efficient implementations. Adopts an
audience-centric approach, understanding the
needs of the audience and incorporating them, as
appropriate, into the decision.

Integrates experience, external analysis and trends

to think beyond traditional models, recognize
opportunities and find new and better ways of
Innovating
doing things. Is open to experimentation to drive
innovation. Displays curiosity. Operates effectively
in an environment of uncertainty and displays
flexibility.

Relates comfortably with people across levels,

functions, cultures and geographies. Builds rapport
in an open, friendly and accepting way, even when
facing difficult or tense situations. Identifies
Relationship Building interpersonal and group dynamics and reacts
effectively. Solicits input from others constantly
and listens with empathy and concern. Identifies
information that is relevant and helpful for others
and shares it as appropriate.
 Adjusts thinking and behavior to resiliently face
change, and uses experience to fuel growth.
Enables the process of change and transition while
helping others deal with the effects of change.
Leading Through Change Displays self awareness of their personal reaction
to change and regulates their response. Acts as a
change champion, communicating the why behind
the change and aligning with the organizational
direction.

Contributes to the organization by understanding

and aligning actions with the organization's goals,
core functions, needs, and values. Seeks out and
incorporates multiple perspectives, experiences
Strategic Execution & Direction and industry trends to develop a holistic
perspective. Operationalizes ideas within the
business model. Displays critical thinking when
faced with a challenge, asking probing questions,
and looking for connections.
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m as needed to align with your organization's language and specific needs. Do not create entirely new competencies in this tab. For a n
levels of proficiency associated with the competency.

Level 1

• Acts in a manner that is consistent with the organization's goals and values.
• Leverages understanding of organizational goals when solving problems.
• Understands the connections between their job, team goals, strategic direction and their key
performance indicators and contributes to the development of relevant goals.
• Recognizes when they do not know all the information and seeks out other perspectives
before making decisions.

• Is responsive to and brings forward internal and external customer requests or concerns.
• Actively listens and asks questions to determine customer needs and uses appropriate
resources to fulfill them.
• Keeps customers updated and well informed.
• Takes pride in delivering high-quality service.
• Accounts for the customer experience in every part of their role
• Analyzes situations and considers different perspectives when making decisions.
• Takes time to reflect, plan, and discover different perspectives to drive better decisions and
efficient implementations.
• Reflects on and recognizes when assumptions may be influencing decisions.
• Reaches out to others who have more experience to gain different inputs.
• Considers the effect of industry trends and external factors when making an informed
decision.

• Builds relationships with employees in other levels and departments.

• Asks questions to identify shared interests, experiences, or other common ground.
• Takes time to get to know co-workers and the work they do.
• Interacts respectfully and inclusively with people across various demographics, cultures, and
geographies and appreciates diverse perspectives.
• Shows an interest in what others have to say.
• Expresses gratitude and appreciation to others who have provided support.

• Understands their role on the team and how their responsibilities connect with others.
• Contributes to team decisions and proactively expresses personal perspectives in a
constructive manner.
• Displays positive demeanor in interactions with others both on the team and cross-
functionally.
• Ensures that the allocated time for collaboration adds customer value and business results.

• Works cross-functionally to achieve common goals and to support other team's/department's

goals.
• Seeks out and integrates diverse or differing viewpoints
• Demonstrates ability to evaluate situations and understand problems by analyzing
information from a variety of sources.
• Demonstrates ability to identify trade-offs of multiple alternatives
• Seeks support from appropriate individuals to evaluate, analyze, and solve problems.
• Actively contributes to and acts on the creation and evaluation of possible solutions.
• Demonstrates the ability to break down concrete issues and synthesize information
succinctly.

• Actively contributes in brainstorming sessions to develop new and innovative ideas.

• Spends time to understand common practices and experiments with alternatives to achieve
process efficiencies.
• Demonstrates openness and flexibility to new ideas that will help achieve collective goals or
reduce costs.
• Participates in discussions about successes and failures of new ideas.

• Demonstrates decision-making and works effectively in a changing and uncertain

environment.
• Adapts and responds to change with resilience while finding opportunities for personal and
professional growth
• Asks questions to better understand a change and its impact and provides relevant
feedback.
• Understands and regulates their personal response to change.
• Maintains an open mind to new ideas, changing processes, practices, and direction.
• Participates in initiatives designed to prepare for change.
• Effectively employs techniques that facilitate win-win outcomes and agreements.
• Articulates key needs and interests clearly.
• Listens to others’ points of view with an open mind and tries to relate to their experience.
• Seeks to develop trust and maintain positive relationships.
• Gathers information to support successful business negotiations.
• Identifies key stakeholders in negotiation processes and serves as the first point of contact
for basic negotiation enquiries.

• Actively listens, learns through observation, and uses clear and precise language.
• Is receptive when receiving feedback from team or leaders.
• Reflects on own communication style while being aware of the thoughts and feelings of
others.
• Considers the potential responses of others before speaking or acting.
• Checks own understanding of others' communications by asking questions, repeating, or
paraphrasing.
• Provides clear, concise information to others via verbal or written communication.

• Seeks out and acts on feedback to understand their strengths and areas of improvement.
• Learns from successes and failures.
• Perseveres in the face of setbacks.
• Demonstrates agility and versatility in learning.
• Is comfortable operating in ambiguity.
• Builds relationships through honest, sincere, and consistent behavior.
• Understands the impact of their own actions and how others will perceive them.
• Delivers value to others by asking questions about their needs instead of making
assumptions.
• Anticipates stakeholder reactions with guidance and incorporates them into decision making.
• Looks to understand the needs and motivations of others and ties this understanding to
action

• Demonstrates a basic understanding of Agile methodologies and concepts.

• Participates in and seeks to contribute to sprint or project cycle meetings (e.g. daily scrums,
planning sessions, review sessions) as required in their role.
• Assumes ownership over completion of assigned tasks, raising challenges or seeking
assistance in a timely manner.
• Communicates effectively with cross-functional teams and stakeholders to achieve goals.
• Applies time-management techniques to deliver on tasks with appropriate guidance.

• Uses existing technology effectively and as required in their role.

• Is receptive to new technology and actively seeks out opportunities to apply digital solutions
to challenges.
• Actively searches for resources and participates in training to learn new technology.
• Promotes adoption of new technology among colleagues.
• Overcomes technological challenges that arise by following instructions or seeking
assistance.
• Demonstrates basic understanding of cybersecurity, technological trends and acts with
caution to avoid risks to the organization.
• Reflects on their own emotions and behaviors with guidance.
• Demonstrates a willingness to identify how they react in different scenarios.
• Expresses an interest in understanding others’ emotions and perspectives.
• Seeks to understand others' perception of them and how their actions can influence it.
• Is open to adjusting behavior and interactions with training and guidance.
• Uses provided self- and relationship-management techniques (e.g., communication tools,
resilience tools) as required in their role.

• Demonstrates a basic understanding of the design thinking process and concepts.

• Participates in end-user research collection, analysis, and testing as required in their role.
• Uses provided tools and methods associated with each stage of design thinking.
• Is open to making changes to their work based on feedback or testing, and seeks assistance
in how to integrate feedback.

• Displays openness to change and ambiguity in their role.

• Maintains professionalism in difficult or stressful situations.
• Reflects on, and applies, learnings from challenges, failures, or mistakes, seeking
assistance from managers or experienced peers as needed.
• Solicits support from team members and internal networks as required.
• Identifies and participates in personal and professional learning and development
opportunities.
• Uses provided resilience tools such as self-care, mindfulness, and training on difficult
conversations.
• Respects the uniqueness of individuals.
• Listens to others’ points of view with an open mind and tries to relate to their experience.
• Understands the impact of their own actions and how others might perceive them.
• Speaks up and challenges non-inclusive behaviors and work practices.

Level 1

• Adapts behaviors to align with organization's vision, values and strategic goals
• Actively contributes to the development of strategic goals of the team.
• Aligns individual development goals with the short- and medium-term goals of the team.
• Purposefully reflects and plans before jumping into action.
• Recognizes when they do not know all the information and seeks out other perspectives
before making decisions.

• Openly shares opinions and thoughts during decision making and encourages others to do
the same.
• Holds themself accountable to their own success and supports the success of others.
• Actively solicits feedback from others and is open to alternative perspectives.
• Owns mistakes and uses them as learning opportunities.
• Displays empathy when interacting with peers.
• Demonstrates respect and understanding that team members' personal lives may be
impacting how they show up to work.
• Takes the time to interact and connect with other team members on a professional and
personal level when the opportunity arises.
• Engages in discussions with team members in a manner that promotes inclusivity to remain
informed.
• Expresses interest in the employee experience by openly providing constructive feedback on
ways to improve it.
• Aligns behavior with the organizational core values.

• Demonstrates a basic understanding of data and identifies appropriate metrics to assess

initiatives.
• Follows established processes when working with data in relevant systems to ensure good
data quality.
• Interprets and communicates basic information from data, metrics, and visualizations.
• Demonstrates basic interpretation and use of data-driven insights.
• Displays willingness to increase understanding of organizational context to develop relevant
insight.
• Seeks guidance on how to communicate data-driven insights.

• Understands and acts in alignment with the expectations for themselves and others.
• Displays honesty even when it doesn't serve them and seeks out feedback.
• Demonstrates ability to execute assigned tasks and deliverables in a timely manner, and
takes responsibility for their outcomes.
• Actively participates in projects and opportunities to help other team members.
• Displays awareness of their attitude toward situations and takes conscious steps to
approach them with accountability, instead of a blame mindset.
• Proactively seeks opportunities to take on leadership responsibilities (e.g. stretch
assignments, mentoring).
• Identifies when they need guidance and solicits it from leaders or colleagues.
• Takes accountability for the outcomes of leadership opportunities, informs leader of progress
and obstacles and approaches mistakes with a growth mindset.
• Reflects upon leadership experiences to align personal development goals with learnings
and takeaways.

• Demonstrates understanding of the breadth of one's own networks and identifies

opportunities to expand them.
• Leverages multiple avenues to broaden and expand upon existing networks.
• Seeks guidance from leaders and peers to identify partners whose specialized experience
can be leveraged.
• Identifies opportunities to build connections and networks across levels and functions.

• Prioritizes work to deliver objectives to the highest standard and on time.

• Investigates issues that interfere with organizational processes, policies, and compliance
requirements.
• Brings forward any obstacles or challenges to work completion in a timely manner so
deadlines continue to be met.
• Plans for various possible timelines and contingencies for completing assigned work.
• Follows direction and seeks clarification when required.
• Manages own time and follows through on commitments using all available resources to
achieve objectives.
• Initiates difficult conversations when they are necessary, rather than avoiding them.
• Listens to differing points of view and emphasizes points of agreement to reach consensus.
• Objectively seeks to understand the root cause or nature of the conflict or challenge.
• Exhibits self-control and adjusts response based on the emotional state of others.
• Recognizes when difficult conversations are diverging from the objective and refocuses
them.
• Demonstrates a willingness to compromise in order to meet business goals or gain
cooperation.

• Participates in and supports recruitment or onboarding efforts where possible.

• Sets goals with managerial support and tracks progress toward them.
• Asks for and remains open to feedback
• Actively participates in the feedback process providing upward & peer to peer feedback
• Applies guidance and own solutions from coaching conversations to improve progress
toward performance and development goals.
• Actively seeks development opportunities that support continuous career growth.

• Demonstrates a basic understanding of business functions, financial processes and how

they interconnect across the organization to support decision-making.
• Asks questions to understand how key processes and functions interact within the
organization.
• Maintains awareness of how the organization makes money.
• Communicates using organization-specific language.
• Understands how their function supports organizational goals and prioritizes based on that
understanding.
• Demonstrates an understanding of relevant financial metrics and concepts.
• Adheres to the set budget and operates effectively within it.
• Demonstrates openness to being coached.
• Participates in discussions exploring development goals and contributes to a plan achieve
them.
• Strives for growth by reflecting upon coaching and learning from mistakes.
• Asks questions to guide other team members, where appropriate.
• Demonstrates ownership over personal development plans and seeks coaching when
necessary.
• Is receptive to on-going constructive feedback from different sources.

• Seeks out and acts on feedback to understand their strengths and areas of improvement.
• Learns from successes and failures.
• Perseveres in the face of setbacks.
• Demonstrates agility and versatility in learning.
• Is comfortable operating in ambiguity.

• Builds relationships through honest, sincere, and consistent behavior.

• Understands the impact of their own actions and how others will perceive them.
• Delivers value to others by asking questions about their needs instead of making
assumptions.
• Anticipates stakeholder reactions with guidance and incorporates them into decision making.
• Looks to understand the needs and motivations of others and ties this understanding to
action
• Demonstrates ability to evaluate situations and understand problems by analyzing
information from a variety of sources.
• Demonstrates ability to identify trade-offs of multiple alternatives
• Seeks support from appropriate individuals to evaluate, analyze, and solve problems.
• Actively contributes to and acts on the creation and evaluation of possible solutions.
• Demonstrates the ability to break down concrete issues and synthesize information
succinctly.

• Actively contributes in brainstorming sessions to develop new and innovative ideas.

• Spends time to understand common practices and experiments with alternatives to achieve
process efficiencies.
• Demonstrates openness and flexibility to new ideas that will help achieve collective goals or
reduce costs.
• Participates in discussions about successes and failures of new ideas.

• Builds relationships with employees in other levels and departments.

• Asks questions to identify shared interests, experiences, or other common ground.
• Takes time to get to know co-workers and the work they do.
• Interacts respectfully and inclusively with people across various demographics, cultures, and
geographies and appreciates diverse perspectives.
• Shows an interest in what others have to say.
• Expresses gratitude and appreciation to others who have provided support.
• Demonstrates decision-making and works effectively in a changing and uncertain
environment.
• Adapts and responds to change with resilience while finding opportunities for personal and
professional growth
• Asks questions to better understand a change and its impact and provides relevant
feedback.
• Understands and regulates their personal response to change.
• Maintains an open mind to new ideas, changing processes, practices, and direction.
• Participates in initiatives designed to prepare for change.

• Acts in a manner that is consistent with the organization's goals and values.
• Leverages understanding of organizational goals when solving problems.
• Understands the connections between their job, team goals, strategic direction and their key
performance indicators and contributes to the development of relevant goals.
• Recognizes when they do not know all the information and seeks out other perspectives
before making decisions.
Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.
Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

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ely new competencies in this tab. For a net new competency, use tab 4. If you do customize the

Level 2

• Makes decisions and acts in a manner that aligns with the organization's mission, vision,
values & strategic plan. Supports peer decisions.
• Applies knowledge of the organization's standing in the competitive environment to inform
decision making in their team.
• Proactively implements team-level goals required to achieve long-term strategies
• Purposefully communicates the connection between team members' work and behavior to
organizational goals and values.
• Navigates complexity by keeping up to date with trends in the operating environment.
• Seeks to gather and reflect on a diverse set of perspectives to plan, rather than jumping
immediately to action

• Develops relationships with customers to gain insights into their needs.

• Applies knowledge about the customer to inform decision-making and product design.
• Strives to add value to the customer experience and suggests ways to improve it.
• Actively requests internal and external customer feedback to improve business relationships.
• Measures and tracks customer satisfaction.
• Collaborates with colleagues to deliver high-quality service.
• Conducts current state assessments to understand the VUCA (Volatility, Uncertainty,
Complexity, and Ambiguity) environment.
• Supports strategic and data-driven decisions by gathering resources, analyzing data, finding
patterns, and identifying the root causes of problems.
• Verifies assumptions and discusses risks or potential outcomes with other stakeholders
before making decisions.
• Anticipates and creates contingencies for the reactions of others, multiple outcomes,
potential issues, and industry trends.

• Develops cross-functional relationships in the organization to enable the achievement of

their own and others' work-related goals.
• Recognizes the concerns and perspectives of others and works in a manner that is mutually
beneficial.
• Practices active listening while demonstrating positivity and openness, even in moments of
conflict.
• Actively seeks input from others across various demographics, cultures, and geographies,
welcoming differing points of view and responding respectfully.
• Consistently communicates and shares useful information with others virtually and in person.

• Encourages team members to openly voice their ideas, perspectives, and concerns.
• Identifies and responds to the impact of decisions and changes on other teams,
organizational processes, and systems.
• Leverages the strengths of team members to achieve optimal performance.
• Supports implementation of team decisions or goals and makes suggestions to improve
team engagement.
• Navigates and incorporates different opinions from stakeholders.
• Gives and seeks feedback in order to achieve common goals.
• Values working with a diverse team and the importance of differing perspectives to develop
unique solutions or ideas.
• Coaches others to explore solutions and collaborate with each other.
• Actively seeks input from multiple information sources to evaluate situations and understand
the cause of problems.
• Evaluates pros & cons of multiple options and selects a plan of action which capitalizes on
trade-offs.
• Removes obstacles and address problems before they impact performance and results of
their team.
• Demonstrates ability to synthesize information or multiple perspectives and apply an
analytical lens to problems to draw logical conclusions.
• Initiates and leads the evaluation and assessment of possible solutions and their risks.
• Provides recommendations and achieves buy-in for potential solutions.
• Demonstrates ability to critically evaluate work tasks and effectively prioritize them.
• Takes ownership over decisions and their consequences.

• Challenges traditional models of thinking when appropriate in order to identify opportunities

for improved process efficiencies and outputs.
• Displays curiosity by proposing novel ideas and engaging in experimentation to assess their
utility or relevance.
• Creates a space where others can contribute and experiment with innovative ideas aligned
with organizational goals.
• Leads discussions with team members to uncover new ideas and learn from both successes
and failures.

• Adopts best practices to lead their team through change.

• Understands that change is constant and treats it as a growth opportunity.
• Actively advocates for change when appropriate and encourages change adoption among
team members.
• Recognizes and responds to different emotional reactions to change from team members.
• Clearly communicates how the change will affect current team- or departmental-specific
practices.
• Listens and responds to feedback regarding change and discusses with senior leaders.
• Readily adapts to change and encourages change adoption among others.
• Effectively employs a variety of negotiation techniques, allowing differing parties to reach
mutually agreeable solutions.
• Works from facts and a strong knowledgebase.
• Builds consensus with differing interests and opinions to solve problems or make decisions.
• Successfully negotiates with internal groups to facilitate partnerships.
• Effectively works with external groups, understanding the needs and interests of others in
the negotiation process.
• Changes negotiations or communications approach based on anticipated responses from
others.
• Seeks to develop trust and maintain positive relationships.

• Reads verbal and non-verbal cues to deepen the understanding of other's perspectives and
interpret responses to their words and actions.
• Articulates thoughts and expresses ideas effectively using written, verbal, and visual
communication skills.
• Encourages others to participate in open discussions and provides feedback when
appropriate.
• Tailors messages according to the needs of different audiences.
• Does not jump to conclusions or act on assumptions.
• Seeks support to improve communication and shares best practices on how to effectively
communicate with others.
• Is receptive to others' communication styles and preferences.

• Actively solicits feedback on their own performance and offers constructive feedback.
• Seeks opportunities to develop their own and others' skills and knowledge by experimenting
with new approaches.
• Reflects on successes, failures, and mistakes to learn and grow.
• Looks for opportunities to continuously improve current practices.
• Coaches others to adopt a learning mindset.
• Perseveres when faced with uncertainty, obstacles, and failures.
• Establishes a reputation as an open, trustworthy, experienced professional whose advice
and opinions are valued.
• Develops strong relationships with peers, employees, and leaders across departments.
• Anticipates the impact of one's approach on the emotions and sensitivities of others.
• Customizes discussion and presentations to include "what's in it for me" for the audience
and emphasize the value of an idea.
• Knows how to appropriately use influence to achieve outcomes when lacking formal
authority.

• Successfully applies Agile methodologies and concepts to develop products/manage

projects.
• Contributes to project meetings by articulating progress and challenges and suggesting
solutions for goal-achievement.
• Proactively identifies their strengths, weaknesses, and capacity in committing to tasks.
• Effectively applies time-management techniques to accomplish goals within specified
timelines.
• Collaborates effectively with a cross-functional team to divide tasks, solicit feedback,
generate solutions, and resolve issues in a timely manner.
• Demonstrates flexibility in responding to changes to projects or project plans.
• Assumes ownership for tasks they committed to by proactively identifying barriers and
seeking assistance as necessary.
• Demonstrates ability to incrementally improve products/projects by balancing iterations with
delivery timelines; open to iterations post-initial launch/delivery.

• Experiments with ways to leverage new technology in the team's regular work processes.
• Demonstrates basic awareness of technological trends and potential application for their
work.
• Coaches team members to identify and apply new technology to business problems and
facilitates adoption.
• Troubleshoots challenges using new technology with little assistance or identifies the right
person for support.
• Flags cybersecurity risks & issues when making decisions and seeks guidance.
• Reflects on their own emotions, reactions and behaviors to identify tendencies, blind spots
and behavioral triggers
• Actively listens and displays empathy when engaging with others.
• Attempts to regulate behavior to suit the specific context or situation.
• Seeks guidance in managing self-care and emotionally challenging interactions or situations.
• Supports team members’ efforts to build self- and social awareness.

• Seeks to design products and services to optimize end user’s experience.

• Applies the stages of the design-thinking process, concepts, associated tools, and methods.
• Collects and analyzes end-user research to understand or define core problems.
• Actively contributes user-centric ideas and solutions in brainstorming/ideation sessions.
• Participates in developing prototypes or solutions as required in their role (e.g. designing
product prototypes or participating in process mapping).
• Demonstrates flexibility in integrating feedback and results from testing in an iterative
development process.

• Acknowledges when change is needed and demonstrates flexibility in responding to

changes and ambiguity in their role and direct work environment.
• Demonstrates flexibility in responding to challenges, proactively seeking assistance as
required.
• Actively seeks feedback to find new ways to improve the quality of their work.
• Encourages others to participate in personal and professional learning and development
opportunities.
• Identifies opportunities to collaborate with internal and external networks.
• Promotes and supports the use of resilience tools such as self-care, mindfulness, and
training on difficult conversations.
• Values the differences that individuals bring to the team.
• Openly seeks diverse opinions and ensures everyone is heard.
• Makes it safe to propose new ideas.
• Shares credit for success.
• Gives team members decision-making authority.

Level 2

• Uses the strategic plan as an ongoing point of reference and governance tool.
• Proactively implements and communicates team-level goals required to achieve long-term
strategies
• Aligns and communicates team-level decisions with organization's vision, mission, and
values.
• Seeks out, encourages, and incorporates a diverse set of internal and external perspectives
when making decisions.
• Seeks to reflect on, gather, and plan using pertinent information from others before jumping
into action.

• Encourages employee involvement in decision making.

• Shares the rationale behind departmental priorities, requests, and potential changes in a
thoughtful and transparent way.
• Demonstrates investment in the success of others by providing the support, resources, and
information required to succeed.
• Encourages others to share thoughts, regardless of agreement, actively listens to their
feedback and questions.
• Supports others through moments of vulnerability about mistakes and addresses failures as
opportunities to learn.
• Admits to own mistakes and takes responsibility for them.
• Recognizes that trust has a different meaning for everyone and demonstrates empathy to
understand other's perspectives
• Understands that team members' personal lives and work intersect to impact the employee
experience, and remains flexible to changing needs.
• Proactively seeks opportunities to interact with team members and make an individual
connection throughout the employee lifecycle.
• Informs team regularly of relevant updates and decisions.
• Encourages employee involvement by actively seeking and attempting to respond to
employee feedback regarding the employee experience.
• Reflects on personal connection and alignment with the organizational values.

• Identifies and leverages relevant data when making decisions, providing recommendations,
or analyzing organizational issues.
• Interprets metrics and data visualizations to identify patterns and extract insights.
• Designs processes to reinforce correct input of data to ensure proper data quality
• Uses effective storytelling to communicate results of data analysis and coaches others to do
the same.
• Develops an understanding of organizational context to develop relevant insights.

• Establishes expectations for themselves and team members.

• Monitors and provides feedback to teams on ways to improve the quality of deliverables and
meet defined objectives.
• Empowers team members to take ownership and responsibility for completing the tasks and
deliverables assigned to them.
• Proactively seeks out projects and opportunities to help others and take on shared
accountabilities.
• Helps team members understand and become aware of their mindsets, guiding them toward
ownership and accountability and away from assigning blame.
• Identifies and intentionally selects the appropriate team members to take on leadership
responsibilities.
• Keeps team members accountable for outcomes, provides ongoing support and provides
timely feedback to accelerate development.
• Reflects on personal bias and takes steps to ensure all team members have ample
opportunity to secure leadership opportunities.
• Promotes learning and development opportunities to prepare team members for leadership
roles and provides support as needed.
• Highlights the diverse knowledge and experiences of team members.
• Visibly celebrates the achievements of those who have led in new areas.
• Keeps team members accountable for outcomes and provides timely feedback to accelerate
growth and development.

• Proactively analyzes breadth of existing networks and engages in activities to expand them.
• Intentionally builds cross-functional rapport to lend and leverage specialized expertise and
dissolve silos.
• Identifies opportunities where it may be value for a team member to connect with a member
of their network and initiates connection.
• Demonstrates understanding of the business value external networks offer.

• Encourages team to prioritize work to deliver objectives to the highest standard and on time.
• Identifies opportunities to improve the effectiveness and efficiency of work processes.
• Identifies in advance when results of a particular project or task may not be achieved and
develops a plan to address the risk.
• Contributes to organizational scenario planning to help forecast and prepare for external
risks.
• Leads the development of team project plans.
• Identifies and plans to acquire resources needed to achieve team objectives.
• Prepares before initiating a difficult conversation by determining if it is necessary and what
the main messages will be.
• Uses active listening and asks probing questions to understand different viewpoints.
• Restates and clarifies the positions of other parties to identify key issues and/or values that
are at the center of the conflict.
• Regulates own behavior, avoids getting defensive, and responds appropriately to employees
in charged emotional states.
• Displays objectiveness and professionalism when navigating difficult conversations.
• Works with the impacted party(s) to develop solutions and alternatives.

• Collaborates effectively with all stakeholders in the recruitment processes.

• Helps new hires connect to the organization's mission, vision, and values and their new
team members.
• Supports team members in accomplishing goals.

• Provides regular feedback that is clear, descriptive, and actionable.

• Adopts a mindful, reflective approach to coaching through a strong understanding of
employees' strengths, weaknesses, and role interdependencies.
• Addresses poor performance in a timely manner.
• Continuously encourages employee development by exposing people to appropriate
learning opportunities.
• Recognizes positive performance and celebrates team achievement.

• Demonstrates knowledge of business practices and processes when making decisions.

• Communicates connections between different functions to team members and acts in a way
that is consistent with the organizational objectives.
• Demonstrates basic financial literacy when reading financial documents and when
communicating the "why" behind new projects.
• Uses organization-specific language and financial metrics appropriately to effectively
communicate about all facets of the business.
• Provides recommendations to address business problems that align with organizational
goals.
• Identifies opportunities to improve function-specific processes to better align with
organizational goals
• Measures the success of projects with relevant business and financial metrics.
• Monitors use of budgets and identifies cost effective approaches to adhere to them.
• Adapts coaching behaviors based on recipient and/or the goals of the team to maximize its
impact.
• Displays active listening & emotional intelligence during coaching conversations
• Proactively seeks out coaching and feedback from others.
• Demonstrates ability to shift behaviors as a result of coaching discussions.
• Identifies opportunities to coach outside of formalized performance or development
conversations
• Asks open ended, probing questions designed to encourage the other party to reflect & drive
the conversation forward

• Actively solicits feedback on their own performance and offers constructive feedback.
• Seeks opportunities to develop their own and others' skills and knowledge by experimenting
with new approaches.
• Reflects on successes, failures, and mistakes to learn and grow.
• Looks for opportunities to continuously improve current practices.
• Coaches others to adopt a learning mindset.
• Perseveres when faced with uncertainty, obstacles, and failures.

• Establishes a reputation as an open, trustworthy, experienced professional whose advice

and opinions are valued.
• Develops strong relationships with peers, employees, and leaders across departments.
• Anticipates the impact of one's approach on the emotions and sensitivities of others.
• Customizes discussion and presentations to include "what's in it for me" for the audience
and emphasize the value of an idea.
• Knows how to appropriately use influence to achieve outcomes when lacking formal
authority.
• Actively seeks input from multiple information sources to evaluate situations and understand
the cause of problems.
• Evaluates pros & cons of multiple options and selects a plan of action which capitalizes on
trade-offs.
• Removes obstacles and address problems before they impact performance and results of
their team.
• Demonstrates ability to synthesize information or multiple perspectives and apply an
analytical lens to problems to draw logical conclusions.
• Initiates and leads the evaluation and assessment of possible solutions and their risks.
• Provides recommendations and achieves buy-in for potential solutions.
• Demonstrates ability to critically evaluate work tasks and effectively prioritize them.
• Takes ownership over decisions and their consequences.

• Challenges traditional models of thinking when appropriate in order to identify opportunities

for improved process efficiencies and outputs.
• Displays curiosity by proposing novel ideas and engaging in experimentation to assess their
utility or relevance.
• Creates a space where others can contribute and experiment with innovative ideas aligned
with organizational goals.
• Leads discussions with team members to uncover new ideas and learn from both successes
and failures.

• Develops cross-functional relationships in the organization to enable the achievement of

their own and others' work-related goals.
• Recognizes the concerns and perspectives of others and works in a manner that is mutually
beneficial.
• Practices active listening while demonstrating positivity and openness, even in moments of
conflict.
• Actively seeks input from others across various demographics, cultures, and geographies,
welcoming differing points of view and responding respectfully.
• Consistently communicates and shares useful information with others virtually and in person.
• Adopts best practices to lead their team through change.
• Understands that change is constant and treats it as a growth opportunity.
• Actively advocates for change when appropriate and encourages change adoption among
team members.
• Recognizes and responds to different emotional reactions to change from team members.
• Clearly communicates how the change will affect current team- or departmental-specific
practices.
• Listens and responds to feedback regarding change and discusses with senior leaders.
• Readily adapts to change and encourages change adoption among others.

• Makes decisions and acts in a manner that aligns with the organization's mission, vision,
values & strategic plan. Supports peer decisions.
• Applies knowledge of the organization's standing in the competitive environment to inform
decision making in their team.
• Proactively implements team-level goals required to achieve long-term strategies
• Purposefully communicates the connection between team members' work and behavior to
organizational goals and values.
• Navigates complexity by keeping up to date with trends in the operating environment.
• Seeks to gather and reflect on a diverse set of perspectives to plan, rather than jumping
immediately to action
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 Level 3

• Integrates the organization's mission, vision, and values into daily and strategic work and
inspires others to model them in their own behavior.
• Uses knowledge of the organization's standing within the competitive, political, social, and
economic environment to guide decisions and achieve objectives.
• Tracks industry trends and anticipates challenges to proactively solve problems.
• Advocates achieving key performance indicators using knowledge of how functions and
processes contribute to attaining organizational goals.
• Collaborates with other leaders to set the department's priorities in alignment with the larger
strategic direction of the organization to ensure cross-functional alignment.
• Coaches others on the strategic vision of the organization and articulates its impact on team
members.

• Develops, communicates, and executes action plans to achieve departmental goals.

• Accounts for the business model and resourcing constraints when executing initiatives.

• Establishes and maintains effective customer relationships.

• Assesses and addresses underlying internal and external customer needs beyond those
originally expressed.
• Identifies and implements best practices and solutions to improve customer service.
• Designs processes around the customer experience
• Implements systems to record and analyze customer feedback and the overall customer
experience.
• Coaches employees on how to manage and build internal and external customer
relationships.
• Fosters an environment where employees are empowered to put customers first.
• Coaches team to consider & integrate the customer experience into all decisions
• Conducts a thorough analysis of the past, current, and future state of the organizational
environment and addresses stakeholders' concerns.
• Anticipates potential barriers and resistance to decisions and identifies solutions.
• Supports others in the planning and discovery phase by sharing a unique perspective and
proven techniques.
• Encourages others to test assumptions, and recognize bias in the decision-making process.
• Practices mindfulness in decision-making and coaches others to do the same.

• Establishes and maintains relationships with peers, clients, employees, and leaders across
the organization.
• Leverages moments of vulnerability to strengthen existing relationships.
• Uses established connection, trust, and professionalism to sustain relationships through
conflict.
• Coaches others on uncovering similarities and celebrating differences with individuals across
differing demographics, cultures, and geographies.

• Reaches out to other teams and departments to build collaborative, cross-functional

relationships.
• Works with a wide range of teams and readily shares lessons learned and credit for team
accomplishments.
• Provides the space and resources necessary for teams to collaborate cross-functionally.
• Leads initiatives to improve cross functional team effectiveness.
• Coaches others to navigate differing inputs from stakeholders
• Leads a diverse team and solicits differing perspectives to develop unique solutions or
ideas.
• Coaches others to analyze information from varied sources to understand the root cause of
problems and identify the best solution.
• Directs action to implement solutions or capitalize on smart trade-offs.
• Decisively addresses problems when faced with ambiguity.
• Demonstrates ability to critically evaluate tasks and ruthlessly prioritize and triage.
• Guides others to simplify and contextualize complex information to make decisions.
• Empowers others to solve problems and make decisions.

• Thinks ahead when deciding the best course of action, anticipating likely outcomes, risks, or
implications.
• Establishes metrics to aid in decision making and effectively leverages data as important
inputs.

• Encourages individuals to research, seek out opportunities, and champion improvements to

processes and outputs.
• Coaches others to innovate and experiment with novel ideas and approaches.
• Synthesizes ideas and insights provided by a wide spectrum of sources.
• Recognizes and rewards creativity and innovation.
• Communicates value of both successful and unsuccessful ideas to encourage sustained
efforts toward innovation.
• Ingrains a practice of analyzing and integrating lessons learned from both successes and
failures.

• Coaches leaders to effectively lead through change, manage resistance, and to approach
change with resilience.
• Ensures others are supported as they adjust to new changes.
• Identifies and mitigates obstacles to change by inviting input and feedback from multiple
levels of stakeholders.
• Anticipates and proactively plans to mitigate the obstacles, risks, and operational disruptions
caused by change initiatives.
• Plans, implements, and communicates change initiatives, adjusting plans as necessary.
• Presents the business need for change in positive, but realistic terms.
• Readily adapts to change and role models behaviors that facilitate change adoption and
sustainment.
• Aligns change initiatives with the organizational direction, adoption, and sustainment of
change.
• Successfully negotiates with internal and external groups to facilitate decisions.
• Develops a specific negotiation strategy and adapts it to changing circumstances.
• Listens, questions, and challenges others’ proposals without damaging relationships.
• Identifies when it's appropriate to be assertive and when to compromise without ceding on
key needs.
• Recognizes common needs and interests to develop win-win outcomes.
• Negotiates with external clients and vendors and manages relationships and outcomes.
• Coaches peers and direct reports on how to effectively negotiate.
• Assumes full responsibility for negotiation outcomes and meeting deadlines for decisions or
solutions.
• Uses trust and accountability to develop and maintain long-term relationships.

• Shows respect for others' perspectives

• Ensures communications are cascaded at the departmental level.
• Engages stakeholders using appropriate communication methods, and timelines to achieve
desired outcomes.
• Actively leads and facilitates forums for discussions and idea-sharing.
• Accurately interprets how they are perceived by others.
• Coaches others on how to craft effective messages for the target audience.
• Discusses contentious issues without getting defensive and maintains a professional tone.
• Adapts communication style based on target audience to influence action

• Promotes two-way feedback and provides actionable steps on their own and their team's
performance.
• Coaches others in skill development.
• Seeks opportunities to share expertise and knowledge.
• Constructively challenges existing practices and encourages others to do the same.
• Motivates others to own their growth and apply a critical eye to existing practices.
• Excels in the face of uncertainty, obstacles, and failures and offers support.
• Builds upon successes to support reputation as a trustworthy leader and gain acceptance for
new ideas.
• Draws on trusting relationships to garner support for ideas and action.
• Takes a strategic approach to influencing others by identifying stakeholder interests,
common goals, and potential barriers.
• Adeptly and appropriately leverages influence to achieve business unit outcomes.
• Compels others to change attitudes, behaviors, or mindsets through active listening,
empathy, and indirect negotiation.

• Proficiently applies Agile methodologies and concepts to their context and educates team
members in their application.
• Effectively collects, interprets, and articulates stakeholder and customer requirements,
feedback, and project goals to the project team.
• Guides project planning and maintains oversight over project/product delivery.
• Encourages team members to assume ownership of task allocation, progress updates, and
solution generation, providing guidance as necessary.
• Investigates and facilitates resolution of challenges and roadblocks, updating stakeholders in
a timely manner.
• Effectively applies time-management techniques and assists team members in prioritizing
feedback and accomplishing goals within specified timelines.
• Seeks to activate networks to enable cross-functional collaboration for the team.
• Role-models flexibility to adapt to new challenges in an incremental and iterative approach
to product/project development.
• Models acceptance of ownership over commitments and accountability for mistakes or
failures.
• Champions the use of new tools and methods to improve team experience and
product/project delivery.

• Identifies ways to incorporate technological solutions to departmental work processes

• Encourages and models application of new technology at the departmental level by
articulating the importance of digital transformation.
• Troubleshoots challenges that arise for their team when implementing new technology
without assistance.
• Coaches members of the department on integration of new technological trends
• Actively seeks feedback from team members about the appropriate digital solution for their
department.
• Demonstrates deep understanding of cybersecurity and instructs others on best practice
ways to prevent risks.
• Uses self-reflection to understand, articulate, and regulate their own emotions and needs or
removes themselves from the situation.
• Reads emotional cues and asks questions to be cognizant of others' feelings and
understand their perspective.
• Reflects on appropriate response and approach to each situation before acting.
• Displays professionalism and empathy in difficult situations or interactions.
• Coaches others on building self- and social awareness.
• Approaches social interactions with open-mindedness and flexibility.
• Recommends available self- and relationship-management techniques to others.

• Seeks opportunities to integrate design-thinking concepts and prioritize the end-user

experience in their work and interactions.
• Assists team members in applying design-thinking concepts in the appropriate contexts.
• Guides team in finalizing the problem statement based on user research.
• Articulates and clarifies understanding of the finalized problem statement(s).
• Effectively facilitates ideation/brainstorming sessions by selecting the appropriate methods,
maintaining participants’ focus. and challenging participants to question assumptions and
think differently.
• Identifies the appropriate methods of generating prototypes and facilitates their usage.
• Maintains oversight over the testing phase, encouraging team to define boundaries of the
prototype and comparing alternatives.
• Coaches team members in adopting an iterative approach to product design and integrating
feedback from end users/testing within organizational resources/timelines.
• Guides team in finalizing the most appropriate solution for the end users, seeking to ensure
diverse perspectives are represented.

• Articulates the purpose of change and supports others in navigating change or ambiguity.
• Assists team members in overcoming challenges and applying learnings from past failures.
• Maintains professionalism in difficult situations and unforeseen changes, supporting others
in adjusting to change.
• Provides quality feedback to, and welcomes feedback from, team members.
• Identifies and recommends new resilience tools for team members to use and for the
organization to add to their inventory.
• Activates networks for others by making meaningful connections where appropriate.
• Supports others’ personal and professional development by participating in informal or
formal relational learning opportunities (e.g. mentoring, coaching).
• Actively promotes and celebrates individual differences.
• Enables an environment where people feel safe to speak openly.
• Rallies employees to communicate their ideas and share differing perspectives.
• Shares insights about their own strengths, weaknesses, successes, and failures to show
empathy and help others relate.
• Recognizes and rewards inclusive behavior.
• Demonstrates accountability for ensuring work practices are inclusive.

Level 3

• Collaborates with organizational leaders to establish and communicate long-term strategy

and departmental goals.

• Anticipates and mitigates obstacles and business disruptions that might prevent the
achievement of departmental goals.

• Analyzes departmental strengths and weaknesses

• Develops, communicates, and executes action plans to achieve departmental goals.
• Accounts for the business model and resourcing constraints when executing initiatives.

• Presents strong business cases for initiatives and resource allocation.

• Monitors the alignment between the organization's vision, mission, and values and
workplace decisions.
• Encourages others to incorporate a diverse set of internal and external perspectives when
making decisions.

• Collects employee input to inform department-level decisions and provides explanation if

employee suggestions are not acted on.
• Coaches leaders to share the rationale behind departmental priorities, requests, and
potential changes.
• Establishes clear expectations of what success looks like throughout the department, and
provides the necessary support.
• Develops channels for others to proactively surface disagreement and recognizes their
courage to speak up.
• Demonstrates being vulnerable and open about mistakes and helps others reflect on failure
to encourage learning and growth.
• Coaches direct reports to adopt a mindset of accountability.
• Recognizes that team members' personal lives impact their experience at work and engages
in empathetic conversations with employees to understand what adjustments or supports they
may require.
• Encourages, enables, and models moments of individual interaction and connection
between team members through the employee lifecycle.
• Openly communicates with team members to keep them informed, connected, and engaged,
and coaches others to do the same.
• Actively involves employees by soliciting, incorporating, and responding to their feedback
about the employee experience.
• Coaches others to reflect on the connection and alignment between themselves and the
organizational core values.

• Coaches others on interpretation of metrics and data visualizations, pattern recognition, and
basic statistical analysis.
• Participates in the creation of, and upholds, data governance processes to ensure quality
data.
• Informs own department's decision-making by leveraging additional data from other
functions.
• Coaches others on effective storytelling to communicate results of data analysis and
influence strategic business decisions at the departmental level.
• Demonstrates a deep understanding of organizational context and shares with others to help
them develop impactful insights.

• Provides regular feedback and suggests alternative approaches to meet organizational

objectives.
• Delegates responsibility and reallocates resources as needed to ensure that priorities are
met for initiatives.
• Identifies and plans to overcome barriers to accountability on the team.
• Empowers others to seek out learning and development opportunities, rather than assigning
blame.
• Coaches others to be cognizant of their own mindset and intentionally take approaches to
take ownership and accountability.
• Honors commitments to themselves and others.
• Embraces change and occasional failures as key path to excellence.
• Delegates high-value work or leadership responsibilities to others.
• Shares departmental direction with others to enable them to self-identify where and when
they can best lead.
• Coaches leaders to be mindful of personal biases when providing new opportunities and
selecting team members.
• Empowers others to make important decisions and provides guidance evaluating risk.
• Guides leaders to identify and understand the diversity of knowledge and experiences
across departments.
• Recognizes those who have led in new areas and encourages them to continue doing so.
• Coaches leaders to provide the necessary support in navigating, reflecting upon, and taking
accountability for the outcomes of the experience.

• Provides guidance as others map, assess, and expand their networks.

• Develops and promotes organizational networking designed to build cross-functional
networks and dissolve silos.
• Actively explores opportunities to share functional expertise and build networks with other
departmental leaders.
• Enables others to prioritize and invest time into activating networks.
• Coaches others to build rapport with others across functions and levels.
• Generates business value by leveraging external networks and relationships in other
industries.

• Coaches others on prioritizing and distributing work to deliver objectives to the highest
standard and on time.
• Ensures policies, procedures, and measures are in place to support achievement of
objectives.
• Conducts organizational scenario planning to help forecast and prepare for external risks
and manage resources accordingly.
• Invests time in planning, discovery, and reflection to drive better decisions about department
priorities that are free from bias.
• Supports other leaders in identifying and acquiring resources required to achieve complex
objectives.
• Approaches conflict and challenging conversations as an opportunity to strengthen
interpersonal relationships.
• Coaches others preparing for challenging conversations by coaching them on recognizing
emotions, active listening and asking probing questions.
• Balances assertiveness and cooperation while navigating conflict to obtain “win-win” results.
• Sets the context and remains solution-oriented during difficult conversations.
• Understands and recognizes personal conflict management approach preferences (i.e.
avoidance, competition, compromise, accommodation, and collaboration).
• Adapts resolution strategy to the given conflict or situation.

• Coaches direct reports on effective interviewing and selection of talent.

• Provides thoughtful, timely feedback in all directions and ensures channels are open for
follow-ups.
• Identifies areas of development for team members and collaborates with them to craft a
development plan.
• Effectively and promptly addresses complex performance management issues, partnering
with HR when required.
• Fosters employee engagement by appropriately recognizing and rewarding departmental,
team, and individual successes.

• Analyzes departmental strengths and weaknesses

• Uses experience in and knowledge of business practices to guide decision-making and
coach others.
• Creates opportunities to connect with other functions to drive organizational objectives.
• Effectively interprets and pulls insights from financial documents to support organizational
needs.
• Communicates in organization-specific language and has a strong understanding of
industry-specific terms.
• Coaches others to identify business problems and supports the implementation of solutions
to drive organizational goals.
• Identifies, establishes, and tracks relevant business and financial metrics to measure the
success of projects within their department / function.
• Develops and presents holistic business cases to leaders for projects and services using
relevant business and financial metrics.
• Proposes defensible departmental budgets and works to control expenditures in accordance
with organizational financial goals.
• Teaches others to ask meaningful questions and guide them in establishing a plan for
development.
• Guides others to engage in active listening during coaching conversations.
• Calibrates coaching to align with departmental goals and objectives, and embeds it as part
of the regular workflow.
• Actively tries to develop their own coaching skills.
• Asks open ended, probing questions designed to encourage the other party to reflect & drive
the conversation forward

• Promotes two-way feedback and provides actionable steps on their own and their team's
performance.
• Coaches others in skill development.
• Seeks opportunities to share expertise and knowledge.
• Constructively challenges existing practices and encourages others to do the same.
• Motivates others to own their growth and apply a critical eye to existing practices.
• Excels in the face of uncertainty, obstacles, and failures and offers support.

• Builds upon successes to support reputation as a trustworthy leader and gain acceptance for
new ideas.
• Draws on trusting relationships to garner support for ideas and action.
• Takes a strategic approach to influencing others by identifying stakeholder interests,
common goals, and potential barriers.
• Adeptly and appropriately leverages influence to achieve business unit outcomes.
• Compels others to change attitudes, behaviors, or mindsets through active listening,
empathy, and indirect negotiation.
• Coaches others to analyze information from varied sources to understand the root cause of
problems and identify the best solution.
• Directs action to implement solutions or capitalize on smart trade-offs.
• Decisively addresses problems when faced with ambiguity.
• Demonstrates ability to critically evaluate tasks and ruthlessly prioritize and triage.
• Guides others to simplify and contextualize complex information to make decisions.
• Empowers others to solve problems and make decisions.

• Thinks ahead when deciding the best course of action, anticipating likely outcomes, risks, or
implications.
• Establishes metrics to aid in decision making and effectively leverages data as important
inputs.

• Encourages individuals to research, seek out opportunities, and champion improvements to

processes and outputs.
• Coaches others to innovate and experiment with novel ideas and approaches.
• Synthesizes ideas and insights provided by a wide spectrum of sources.
• Recognizes and rewards creativity and innovation.
• Communicates value of both successful and unsuccessful ideas to encourage sustained
efforts toward innovation.
• Ingrains a practice of analyzing and integrating lessons learned from both successes and
failures.

• Establishes and maintains relationships with peers, clients, employees, and leaders across
the organization.
• Leverages moments of vulnerability to strengthen existing relationships.
• Uses established connection, trust, and professionalism to sustain relationships through
conflict.
• Coaches others on uncovering similarities and celebrating differences with individuals across
differing demographics, cultures, and geographies.
• Coaches leaders to effectively lead through change, manage resistance, and to approach
change with resilience.
• Ensures others are supported as they adjust to new changes.
• Identifies and mitigates obstacles to change by inviting input and feedback from multiple
levels of stakeholders.
• Anticipates and proactively plans to mitigate the obstacles, risks, and operational disruptions
caused by change initiatives.
• Plans, implements, and communicates change initiatives, adjusting plans as necessary.
• Presents the business need for change in positive, but realistic terms.
• Readily adapts to change and role models behaviors that facilitate change adoption and
sustainment.
• Aligns change initiatives with the organizational direction, adoption, and sustainment of
change.

• Integrates the organization's mission, vision, and values into daily and strategic work and
inspires others to model them in their own behavior.
• Uses knowledge of the organization's standing within the competitive, political, social, and
economic environment to guide decisions and achieve objectives.
• Tracks industry trends and anticipates challenges to proactively solve problems.
• Advocates achieving key performance indicators using knowledge of how functions and
processes contribute to attaining organizational goals.
• Collaborates with other leaders to set the department's priorities in alignment with the larger
strategic direction of the organization to ensure cross-functional alignment.
• Coaches others on the strategic vision of the organization and articulates its impact on team
members.

• Develops, communicates, and executes action plans to achieve departmental goals.

• Accounts for the business model and resourcing constraints when executing initiatives.
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Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.

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 Level 4

• Sets and clearly communicates the organization's mission, vision, values, and strategic
direction.
• Thinks in a holistic, realistic, and future focused manner, anticipating issues and devising
solutions

• Establishes the organization’s long-term strategy, and creates aligned goals, ensuring gaps
are addressed
• Uses expert insight into the organization's risks and opportunities within the competitive,
political, social, and environment to proactively set the organization's strategic direction.
• Looks beyond stated organizational goals to develop new practices that support both the
people and the organization's vision.
• Establishes the competitive value of all the organization's products and services, and adjusts
as necessary in response to anticipated changes in the industry
• Coaches leaders on the strategic vision of the organization and how to incorporate it in each
department.
• Empowers leaders to identify obstacles and provides support in securing the necessary
talent or resources.

• Builds strong, long-lasting customer relationships on the foundation of trust and open
communication.
• Anticipates internal and external customer needs and incorporates them into goal setting,
products, and services.
• Identifies new opportunities for developing new internal and external customer bases.
• Prioritizes and continuously communicates the importance of exceptional customer service.
• Forms strategic relationships with other organizations to improve the customer experience.
• Fosters a customer oriented culture at the organizational level
• Makes strategic plans to test assumptions by gathering data, analyzing market/external
factors, finding patterns, and identifying the root causes of problems.
• Coaches other leaders to anticipate and plan for stakeholders' reactions.
• Guides leaders to plan for all possible outcomes by offering support and expertise when
preparing potential solutions.
• Reinforces iterative planning as an important step in all processes and procedures.
• Creates an environment where others feel empowered to engage in mindfulness

• Builds and maintains strategic partnerships with all business units in the organization and
works together to achieve business goals.
• Expertly navigates complex interpersonal and group dynamics of stakeholders across the
organization.
• Rallies others to share feedback, actively encouraging and celebrating differing
perspectives.
• Fosters a culture that supports intra-departmental relationships and information sharing
throughout the organization to break down silos and barriers.

• Breaks down silos to achieve inter-departmental collaboration.

• Uses an inclusive and consultative approach in setting team goals and making team
decisions.
• Recognizes and rewards collaboration throughout the organization and openly shares credit
for team accomplishments.
• Fosters a culture of collaboration that leverages team members' strengths, even when the
team is remote or virtual.
• Values diverse teams and the importance of differing perspectives to develop unique
solutions or ideas.
• Considers objective and ambiguous information when making organization wide decisions.
• Coaches leaders to evaluate trade-offs of multiple solutions.
• Creates an environment of empowerment and trust to facilitate critical analysis, ruthless
triage and prioritization, and effective decision making.
• Effectively and accurately forecasts the outcomes, risks, and implications of decisions that
influence the future direction of the organization.
• Champions use of metrics and data-driven approaches to analyze issues and identify trends
in decision making.

• Demonstrates openness to innovation and empowers others to identify and champion

radically new ways of doing things.
• Cultivates an environment in which individuals feel safe to ideate, experiment, and share
novel approaches.
• Synthesizes new ideas to develop processes that are innovative and relevant to the
operations of the organization.
• Fosters a culture in which ideas are widely shared, and both successful and failures are
used to treated as a learning opportunity.

• Cultivates and embodies a culture that views uncertainty as a growth opportunity

• Inspires leaders to lead change while supporting the organization through the emotional
aspects of change.
• Inspires a sense of accountability in leaders for the successful implementation, adoption,
and sustainment of change initiatives among leaders.
• Develops change management strategies for major organizational change and coaches
other leaders.
• Leads change by role modeling change behaviors.
• Anticipates and proactively plans to mitigate the obstacles, risks, and operational disruptions
caused by change initiatives.
• Champions the change by presenting the organizational need for change and the
anticipated positive outcomes
• Fosters an environment that navigates change with flexibility and resilience.
• Consistently uses effective negotiation techniques to gain consensus with others when
representing the organization, including in high-risk situations.
• Negotiates complex, innovative, or contentious issues (e.g. acquisitions, policies, and
complex business contracts) to generate significant business opportunities for the
organization.
• Uses complex negotiation strategies to uncover new options or opportunities for the
organization.
• Listens, questions, and challenges others’ proposals without damaging relationships.
• Coaches peers and direct reports on how to effectively negotiate.
• Assumes full responsibility for negotiation outcomes and meeting deadlines for decisions or
solutions.
• Uses trust and accountability to develop and maintain long-term relationships.
• Understands environmental factors that may impact the negotiation process and uses it to
the advantage of the organization.

• Comfortably delivers strategic messages, with rationale, supporting their function and the
organization at the enterprise level.
• Communicates effectively and engages senior level executives on complex organizational
issues in a timely manner.
• Develops stakeholder buy-in and encourages action through exceptional narrative
development.
• Promotes and facilitates inter-departmental communication and transparency.
• Demonstrates empathy while adapting communications to anticipated reactions.
• Shares complex messages in clear, understandable language.
• Rallies employees to communicate ideas and share differing perspectives to drive
innovation.

• Enables continuous feedback loops with team members and acts on the feedback.
• Reinforces a coaching culture to expand learning opportunities beyond day-to-day activities.
• Makes development and continuous learning a priority by providing resources and support.
• Establishes an environment that enables and celebrates learning from both successes and
failures.
• Serves as a role model by actively engaging in lifelong learning
• Proactively implements new approaches while continuously assessing for areas of
improvement.
• Demonstrates leadership in the face of uncertainty, obstacles, and failures and inspires
others to persist when faced with setbacks.
• Fosters a culture of openness and trust where people feel like their opinions are valued and
appreciated.
• Uses third-party partnerships and experts to persuade stakeholders.
• Designs strategies that effectively promote ideas and concepts to internal and external
stakeholders.
• Fosters a culture that allows space for influence to drive action.
• Expertly communicates data and insights through storytelling to engage stakeholders and
achieve change in the organization.

• Maintains oversight over project/product delivery timelines and assumes accountability for
overall project/product delivery, often for multiple projects.
• Activates networks across the organization (and externally) to enable cross-functional
collaboration.
• Communicates, clarifies, and frequently confirms requirements, end-state, and
project/product delivery updates to internal and external stakeholders (e.g. clients or
customers).
• Empowers team members of multiple teams to take ownership over project components,
providing support.
• Ensures timely resolution of challenges and roadblocks experienced by project teams,
updating all stakeholders appropriately.
• Role-models ownership, making difficult decisions in prioritizing multiple projects and
assuming accountability for product/project delivery.
• Champions change that results in improved quality of products, supporting Agile teams in
managing change.
• Identifies and articulates appropriate use of scaling Agile methodologies across an
organization to improve product delivery.
• Champions Agile transformations or sponsors Agile projects across business units or
organization-wide.

• Scans the environment for relevant technological trends and can explain their implications
for the organization.
• Inspires others to actively seek out opportunities to incorporate digital solutions in their
regular work processes.
• Creates and communicates a clear business case for new technology that improves
performance for the organization.
• Coaches leaders to actively champion the adoption of new technology across the
organization.
• Creates and oversees cybersecurity governance processes to prevent and manage risks to
the organization.
• Encourages others to practice self-reflection and recognize any blind spots, triggers, or
biases that may be impacting their decisions.
• Exhibits social skills when interacting with stakeholders through open-minded and receptive
behaviors.
• Demonstrates vulnerability in sharing their own experiences and responds to other's
experiences empathetically.
• Supports others in identifying appropriate behaviors or responses in emotionally challenging
situations.
• Assesses the impact of their behaviors or responses on themselves and others before and
after acting, adjusting accordingly.
• Seeks to challenge their own assumptions, biases, or automatic responses.
• Creates an environment where others feel empowered to communicate their emotions and
needs.
• Champions and models the appropriate use of self- and relationship-management
techniques, setting boundaries and practicing self-care in response to adversity.

• Supports leaders and teams in designing and selecting solutions that optimize the end
user’s experience.
• Identifies and champions the appropriate use of design-thinking process and principles to
address organizational challenges.
• Influences the design of the organization’s programs, products, and policies to be prioritize
the experience of the end user.
• Ensures relevant stakeholders and users’ perspectives are accounted for in product design.
• Coaches others on balancing the end user’s needs and the organization’s strategic priorities,
needs, and constraints.
• Recognizes others who embody design-thinking principles or display innovation in problem
solving.
• Ensures diverse perspectives are represented in the organization’s products or programs.

• Champions and actively supports organizational change, maintaining momentum as

changes are implemented.
• Responds quickly and effectively to unexpected changes in a department, business unit, or
the organization, supporting others in adjusting.
• Actively solicits, incorporates, or responds to feedback to improve the organization’s
programs or practices; receives feedback with humility.
• Champions and models the use of resilience techniques.
• Strategically develops the organization’s inventory of suitable resilience tools, clarifying their
appropriate application.
• Activates networks within (and external to) the organization to facilitate cross-functional
collaboration and development.
• Supports employees’ personal and professional development by providing feedback,
coaching, or mentoring where required.
• Demonstrates self-awareness of biases and preferences for how to get things done.
• Uses an inclusive approach in setting strategic direction and making decisions.
• Recognizes and rewards inclusive behavior throughout the organization.
• Influences others to promote and embrace diversity and inclusion.
• Helps the organization to understand the business case for diversity and inclusion.
• Creates accountability for diversity and inclusion progress in the organization.

Level 4

• Collaborates with organizational leaders to establish the organization's vision, mission, and
values.
• Thinks in a holistic, realistic, and futuristic manner, anticipating issues and devising solutions

• Establishes the organization’s long-term strategy, and creates aligned goals, ensuring gaps
are addressed
• Empowers leaders to identify obstacles and provides support in securing the necessary
talent or resources.
• Owns strategic goals and plans the competitive value of the organizational products and
services, and sets new direction for business development.

• Fosters an environment that seeks and incorporates a diverse set of internal and external
perspectives into decision-making processes.

• Gathers employee input to inform organization-level decisions and provides explanation if

employee suggestions are not acted on.
• Shares the rationale behind organizational priorities, requests, and potential changes in a
thoughtful and transparent way.
• Acts as a role model for respectfully challenging assumptions and creates an environment
where candor and productive resistance is valued.
• Fosters an environment where failure is viewed as a learning opportunity and taking
calculated risks is encouraged.
• Takes responsibility for organizational outcomes, both positive and negative.
• Coaches leaders on identifying required adjustments and supports employees may require
as a result of the interaction between their personal lives and work lives.
• Makes process improvements to build in moments of interaction and connection throughout
the employee lifecycle.
• Clearly communicates big organizational changes to keep employees informed, and ensures
communications are cascaded down through departments appropriately.
• Develops feedback channels to involve others and solicit initiatives to improve the employee
experience.
• Collaborates with other leaders to identify areas of alignment between employee needs and
organizational strategy.

• Cultivates an environment of data-driven decision-making in the organization.

• Creates and oversees data governance processes to ensure proper data quality.
• Champions and models effective storytelling to communicate results of analysis and
influence strategic business decisions at the organizational level.
• Mentors and inspires others to constantly update and improve their interpretation and use of
data-driven insights
• Has an in-depth understanding of organizational context and actively develops impactful
insights built on it.

• Guides leaders in setting clear goals to achieve objectives aligned with the strategy in a
timely manner.
• Cultivates an environment of trust and psychological safety where individuals feel safe
taking ownership and accountability over actions and results.
• Inspires a sense of shared accountability among leaders across the organization.
• Coaches leaders to emphasize the learnings and takeaways from failures, rather than
focusing on blame.
• Coaches leaders to delegate responsibility and reallocate resources as needed to ensure
that priorities are met for their initiatives.
• Proactively creates opportunities for others to lead.
• Shares strategic initiatives and organizational direction with others to enable them to self-
identify where and when they can best lead.
• Ensures leadership opportunities exist across the organization to provide all team members
with chances to take on more advanced responsibilities.
• Cultivates an environment that places high value on diversity of experience and leadership
development.
• Inspires leaders to demonstrate trust with team members and imbue a sense of
empowerment to take on leadership roles or make important decisions.
• Coaches leaders to identify appropriate situations where they can delegate leadership
responsibilities or create space for others to take on leadership roles.

• Coaches leaders to support others as they assess and expand upon their networks.
• Partners with HR to develop programs designed to form and activate networks (e.g. alumni
program, mentoring program).
• Proactively prevents silos by inspiring leaders to foster cross-functional connections
• Role models behaviors that activate and nourish both internal and external networks on a
global scale.
• Cultivates an environment that places high value on activating networks.
• Strategically leverages external networks to contribute to the organization's goals.

• Prioritizes operational effectiveness and highlights the importance of using the organization's
strategic plan to set operational priorities.
• Leads organizational scenario planning to forecast and prepare for internal and external
risks and guides organizational strategy and priorities accordingly.
• Creates an organization that values time spent in planning, discovery, and reflection to drive
better decisions about organizational priorities that are free from bias.
• Identifies, plans for, and removes barriers to acquiring resources required to achieve long-
term organizational objectives.
• Brings others together to address conflict while preserving and strengthening interpersonal
relationships.
• Mediates complex problems or issues with significant consequences, either within or
between teams.
• Assists others in preparing to engage in emotionally challenging or charged situations.
• Coaches leaders on setting clear goals and remaining solution-oriented when mediating
complex problems or issues.
• Uses knowledge of team dynamics and leverages them to support behavioral and
organizational change.

• Identifies opportunities to improve recruitment and leverages own network to support hiring
efforts.
• Demonstrates accountability for strategic people leadership goals and plans.
• Encourages a culture with a mindful approach to coaching, employee performance, and
employee engagement.
• Fosters and promotes a culture where feedback is shared freely in all directions.
• Inspires leaders to build their knowledge of coaching, their coaching mindsets, and their
relationships with their direct reports.
• Partners with HR and champions the improvement of organizational people practices.
• Demonstrates belief in the value of people as individuals; leads the development of
initiatives to improving employee engagement.
• Creates opportunities to recognize the organizational contributions of individuals and teams.

• Facilitates decision-making & collaboration across departments through expert knowledge of

business practices to reduce silos and develop a mindset of systems thinking among leaders
• Proactively identifies efficiencies to reduce cost across business units
• Effectively uncovers and communicates insights from financial documents, and applies them
in meaningful ways across the organization
• Communicates broadly about the business units/areas of the organization using industry-
specific terms and business and financial metrics.
• Sets organizational financial goals and approves budgets, expenditures, and investments in
accordance with those goals.
• Identifies and shares coaching strategies that support others' performance and development
goals.
• Creates an environment where engaging in ongoing coaching and feedback conversations
are considered an important part of work processes.
• Inspires leaders to provide ongoing support and coaching to team members as they identify
their own development goals.
• Supports leaders in the ongoing development of their own coaching skills.
• Cultivates an environment which encourages leaders to engage, when appropriate, in deep
coaching conversations to understand root causes and potentially require their own
vulnerability.
• Asks open ended, probing questions designed to encourage the other party to reflect & drive
the conversation forward

• Enables continuous feedback loops with team members and acts on the feedback.
• Reinforces a coaching culture to expand learning opportunities beyond day-to-day activities.
• Makes development and continuous learning a priority by providing resources and support.
• Establishes an environment that enables and celebrates learning from both successes and
failures.
• Serves as a role model by actively engaging in lifelong learning
• Proactively implements new approaches while continuously assessing for areas of
improvement.
• Demonstrates leadership in the face of uncertainty, obstacles, and failures and inspires
others to persist when faced with setbacks.

• Fosters a culture of openness and trust where people feel like their opinions are valued and
appreciated.
• Uses third-party partnerships and experts to persuade stakeholders.
• Designs strategies that effectively promote ideas and concepts to internal and external
stakeholders.
• Fosters a culture that allows space for influence to drive action.
• Expertly communicates data and insights through storytelling to engage stakeholders and
achieve change in the organization.
• Considers objective and ambiguous information when making organization wide decisions.
• Coaches leaders to evaluate trade-offs of multiple solutions.
• Creates an environment of empowerment and trust to facilitate critical analysis, ruthless
triage and prioritization, and effective decision making.
• Effectively and accurately forecasts the outcomes, risks, and implications of decisions that
influence the future direction of the organization.
• Champions use of metrics and data-driven approaches to analyze issues and identify trends
in decision making.

• Demonstrates openness to innovation and empowers others to identify and champion

radically new ways of doing things.
• Cultivates an environment in which individuals feel safe to ideate, experiment, and share
novel approaches.
• Synthesizes new ideas to develop processes that are innovative and relevant to the
operations of the organization.
• Fosters a culture in which ideas are widely shared, and both successful and failures are
used to treated as a learning opportunity.

• Builds and maintains strategic partnerships with all business units in the organization and
works together to achieve business goals.
• Expertly navigates complex interpersonal and group dynamics of stakeholders across the
organization.
• Rallies others to share feedback, actively encouraging and celebrating differing
perspectives.
• Fosters a culture that supports intra-departmental relationships and information sharing
throughout the organization to break down silos and barriers.
• Cultivates and embodies a culture that views uncertainty as a growth opportunity
• Inspires leaders to lead change while supporting the organization through the emotional
aspects of change.
• Inspires a sense of accountability in leaders for the successful implementation, adoption,
and sustainment of change initiatives among leaders.
• Develops change management strategies for major organizational change and coaches
other leaders.
• Leads change by role modeling change behaviors.
• Anticipates and proactively plans to mitigate the obstacles, risks, and operational disruptions
caused by change initiatives.
• Champions the change by presenting the organizational need for change and the
anticipated positive outcomes
• Fosters an environment that navigates change with flexibility and resilience.

• Sets and clearly communicates the organization's mission, vision, values, and strategic
direction.
• Thinks in a holistic, realistic, and future focused manner, anticipating issues and devising
solutions

• Establishes the organization’s long-term strategy, and creates aligned goals, ensuring gaps
are addressed
• Uses expert insight into the organization's risks and opportunities within the competitive,
political, social, and environment to proactively set the organization's strategic direction.
• Looks beyond stated organizational goals to develop new practices that support both the
people and the organization's vision.
• Establishes the competitive value of all the organization's products and services, and adjusts
as necessary in response to anticipated changes in the industry
• Coaches leaders on the strategic vision of the organization and how to incorporate it in each
department.
• Empowers leaders to identify obstacles and provides support in securing the necessary
talent or resources.
Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.
Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.
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Review McLean & Company Functional Competencies

In this tab, review the competencies built by McLean & Company and customize them as needed to align with your organiza
the definition and all four levels of proficiency associated with the competency. Do not create entirely new competencies

To use the functional competencies in this tool, copy the selected functional competencies into tab 4.

Click the hyperlinks below to navigate to the appropriate functional competencies.

Sales Competencies Marketing Competencies

Sales Competencies Definition

Includes knowledge of the client-organization onboarding,

Client Onboarding creating a smooth client transition to the organization's
account manager and working through all referrals.
 Includes ensuring service delivery quality, knowledge of the
sales process, responding to client queries, working through
Overarching Sales Delivery customer relationship management (CRM), data collection,
ensuring data integrity, activity management, and working
through client satisfaction surveys and individual feedback.
 Includes working through sales prospecting, handling sales
Demand Generation calls, researching and identifying sales opportunities, and
ensuring data integrity in the search process.
 Includes handling objections, qualifying opportunities, and
Development of Leads to Sales gauging the client's stage in the buying process, and working
through negotiations with buyers.
 Includes the ability to close the sale. Further, it includes the
Sales Closing ability to cross-sell and upgrade or up-sell products where
appropriate.
 Includes upgrading or up-selling (or cross-selling) clients'
Growing Accounts accounts, handling objections, and working through
negotiations in the account growth process.
 Includes reviewing all accounts, asking the client to renew,
Renewing Accounts
and handling difficult renewals.
 Analyzes and draws insights from relevant data to identify
organizational challenges and opportunities. Uses storytelling
Data Analysis
to effectively communicate insights and actionable, data-
informed recommendations.

Marketing Competencies Definition

 Includes the ability to forecast industry growth and examine
trends in global and local markets. Further, it includes the
ability to identify opportunities, conduct consumer
Industry Analysis
segmentation analyses, collect competitor intelligence where
possible, and have knowledge of the product lifecycle, product
substitutes, and design best practices.
 Includes the ability to identify target market selection, conduct
Consumer and Customer Analysis analysis on consumer trends and buying power, develop
insights on customers, and accurately forecast demand.
 Includes the ability to plan and develop marketing content,
use different promotional mediums, disseminate marketing
messages, conduct profitability analysis, plan for internal
Campaign Planning and Execution
assessments around risk adoption, and manage external
agencies where needed through an analysis of all campaign
costs, both internal and external.
 Includes the ability to analyze and report on performance
metrics, skills in customer relationship management (CRM),
Marketing Operations knowledge of data collection methods, knowledge of
maintenance standards and integrity, and ability to develop
project timelines, identify scope, and create budget.
 Includes: developing, qualifying, and nurturing promotions;
identifying how to develop demand and lead management
Demand Generation and Lead
processes; knowledge of how to increase the speed of
Management
customer purchasing; and knowledge of when to offer
promotional discounts to incent buyers.
 Includes knowledge of sales collateral and pipeline
Sales Support acceleration (i.e. accelerating the purchasing process for the
buyer).
 Includes the ability to analyze and support the distribution
Distribution Channels Support and network, maintain distribution channel relationships, and
Analysis support sales divisions with both direct and indirect sales
channels.
 Includes planning initial customer onboarding, developing
Customer Experience and Engagement
word-of-mouth (WOM) initiatives, spearheading customer data
Creation
initiatives, and developing customer loyalty programs.
 Includes planning for new and existing product or service
development through analyses of pricing, product packaging
Product Planning and Development
and design, product positioning, knowledge of the product
lifecycle, and knowledge of merchandising and placement.
 Includes the ability to communicate internal/corporate
marketing, external communication skills, crafting the
organizational image, creating public and media relations
Communications Development
campaigns, developing partnerships and sponsorships, and
working with advertising agencies to aid in advertising
development.
 Includes planning event logistics, vendor management,
Event Planning and Development coordinating with organization and party management, and
working with third-party events.
 Includes knowledge of brand development and positioning
tactics, brand awareness and integrity, inventory of branded
Brand Development
items, brand stewardship, and developing and measuring
brand loyalty.
 Includes social media marketing, knowledge of digital
platforms and processes (webinars and teleconferencing),
search engine marketing (SEM, SEO, and paid searches),
Online Channel Support and Analysis
mobile marketing, web development skills, and knowledge of
marketing automation (email marketing, lead management
automation, and enterprise marketing management).
 Analyzes and draws insights from relevant data to identify
organizational challenges and opportunities. Uses storytelling
Data Analysis
to effectively communicate insights and actionable, data-
informed recommendations.

Finance Competencies Definition

Professional Accounting Standards, Includes knowledge of professional accounting standards,
Requirements, and Procedures requirements, and procedures related to the business (i.e.
Understanding and Compliance IFRS or GAAP).
Organizational Finance Policies Includes knowledge and ability to develop policies such as
Compliance and Maintenance travel, expenses, bad debt, refunds, and internal compliance.
 Includes numerous skills: financial statement preparation,
compliance, and analysis; reconciling operational processes
Financial Accounting and their underlying financial transactions. Further, it includes
knowledge of processes supporting general accounting (i.e.
sales/receivables/collection and purchase/payables/payment).
 Includes features such as cost management, revenue and
profitability management, working with various accounting
Management Accounting systems, reporting organizational performance
measurements, and results benchmarking (both internally and
externally).
 Includes knowledge of and ability to work with different types
of control systems. Further, it includes the ability to identify
Internal Control fraud and errors while conducting internal audits, and the
ability to communicate all internal audits and compare them to
external audits.
 Includes knowledge of working capital management, cash
management, capital structures, treasury management,
Finance financing sources and initiatives (i.e. debt and equity), M&A
deals, valuations, risk management, foreign exchange
management, and macroeconomic analyses.
 Includes skills such as budget development, forecasting, and
Financial Planning analysis; also includes the ability to set financial goals and
manage financial resources.
 Includes skills surrounding tax: compliance, audits, knowledge
Taxation of implications of different business decisions, classes of tax,
taxation law, tax planning, and tax accounting.
 Analyzes and draws insights from relevant data to identify
organizational challenges and opportunities. Uses storytelling
Data Analysis
to effectively communicate insights and actionable, data-
informed recommendations.

IT Competencies Definition
 Includes knowledge of: IT project frameworks and their
corresponding lifecycles; project management concepts, tools,
Project Management
and best practices; project reporting standards; and
developing project plans.
 Includes ability to identify stakeholders and knowledge of
requirements gathering techniques (i.e. brainstorming,
Requirements Gathering
document analysis, focus groups, interviews, prototyping,
surveys, observation, reverse engineering, and workshops).
 Includes knowledge of business functions and processes,
Business Analysis business decision-making processes, and business case
methodologies and measurement.
 Includes knowledge of documentation procedures and the
Documentation and Measurement ability to track changes, make updates, and relay other
important information related to IT systems.
 Includes knowledge of troubleshooting and support
Troubleshooting and Support processes, knowledge of troubleshooting techniques, and the
ability to be responsive to key issues.
 Includes knowledge of relevant external policy and
Policy and Compliance compliance procedures, and relevant organizational policy
and compliance procedures.
 Includes knowledge of relevant security legislation and laws,
security procedures and practices, and information
Security and Data Protection
management (i.e. information quality, accessibility, security,
accuracy, and integrity).
 Includes knowledge of: tools and methodologies (UML,
BPMN, etc.); systems and business architecture modeling;
Modeling
and modeling abilities for applications, IT systems, business
systems, system integration, and data.
 Includes knowledge of relevant programming languages and
programming abilities for: application development (C++,
java), web design (HTML), database and warehouse
Programming
development (SQL), etc. Further, knowledge of problem and
system decomposition, along with code organization and the
ability to develop readable code.
 Includes the ability to test for quality assurance and control,
and the ability to develop test cases, strategies,
Testing and Quality Assurance methodologies, and standards. Further, includes the ability to
test different types (volume, unit, stress) and develop testing
tools (scripts, reports).
 Includes knowledge of installation and integration procedures,
Installation and Integration and knowledge of common installation and integration tools
and techniques.
 Includes knowledge of the process to get information on:
Vendor Selection and Management
vendor offerings, vendor management, and vendor selection.
 Analyzes and draws insights from relevant data to identify
organizational challenges and opportunities. Uses storytelling
Data Analysis
to effectively communicate insights and actionable, data-
informed recommendations.

HR Competencies Definition
 Develops, implements, evaluates, and owns various HR
Program Planning and Development
programs.
 Conducts internal and external organizational analyses to
determine root causes of issues and provide solutions.
Needs Analysis
Considers organizational direction when identifying relevant
industry trends.
 Investigates and resolves conflicts by applying conflict
Conflict Management resolution methodologies. Preserves relationships throughout
the resolution process.
 Takes an objective stance when guiding a group through a
Facilitation process to achieve defined objectives, enable collaborative
knowledge transfer, and encourage participation.
 Adjusts thinking and behavior to resiliently face change and
uses experience to fuel growth. Embraces failure as a
Managing Through Change and
learning opportunity for themselves and others. Enables the
Uncertainty
process of change and transition while helping others deal
with the effects of change.
 Prioritizes and takes action on the needs of both internal and
Customer Focus external customers. Designs and delivers products and
services with the customer experience top of mind.
 Continuously seeks opportunities to learn, questions the
Dynamic Learning Mindset applicability of past approaches in the current environment,
owns growth, and embraces failure as a learning opportunity.
 Includes managing branding of the employee value
proposition (EVP), the ability to plan and develop
Branding and Marketing communications content, and disseminate key messages
using different mediums, including social media. Effectively
communicates and promotes HR programs and initiatives.
 Leverage existing and seek out new technologies to navigate,
Technology Enablement create, and share information in order to deliver more
effective, efficient solutions.
 Impacts others' thinking, decisions, or behavior through
Influence inclusive practices and relationship building. Drives action
through influence, often without authority.
 Develops internal and external professional, trusting
Relationship Building relationships. Purposefully develops networks to build value
through collaboration.
 Makes decisions based on a solid understanding of the
business and the wider industry. Maximizes results by
Business and Financial Acumen understanding and aligning actions with the organization's
goals, core functions, needs, and values. Applies financial
knowledge to address organizational needs.
 Identifies, collects, and interprets quality data that informs
human capital decision making. Communicates, and acts on,
Data Literacy
information and insight from relevant data (including metrics,
visualizations, and analytics).
 Contributes to the organization by understanding and aligning
Organizational Awareness actions with the organization's goals, core functions, needs,
and values.
 Effectively and appropriately interacts with others to build
relationships, influence others, and facilitate the sharing of
Communication ideas and information. Uses tact and diplomacy to navigate
difficult situations. Relays key messages by creating a
compelling story, targeted to specific audiences.
 Contributes to an environment in which all employees feel a
Inclusion sense of belonging, valued for their differences, and
empowered to participate and contribute freely.
 Uses critical thinking to evaluate problems, gather information,
understand causes, and identify best possible solutions.
Problem Solving and Decision Making
Invests time in planning, discovery, and reflection to drive
better decisions and more efficient implementations.
 Assists individuals to achieve objectives by applying the
Coaching appropriate level of direction ranging from high-level guiding
questions to specific instruction.
 Manages the delivery of projects within the appropriate scope,
Project Management time, and budget. Includes management of resources and
risk.
 Demonstrates in-depth knowledge in specific HR areas. For
example: training, recruitment, strategic workforce planning,
diversity & inclusion, compensation, health & wellness, policy
Technical HR Expertise
& governance. Is able to communicate and apply relevant HR
expertise to create and maintain effective human
management practices.
ed to align with your organization's language and specific needs. You may edit these functional competencies freely. If you do customize the
ntirely new competencies in this tab. For a net new competency, use tab 4.

tab 4.

Finance Competencies

Level 1

• Develops strong rapport with the organization's client

account manager.

• Provides complete and accurate client data to the client

account manager to ensure a smooth transition for the client.

• Consistently asks for referrals from the client, using the

organization's supporting documents as a reference.
• Reliably responds to simple client requests in a timely
manner.
• Researches and analyzes client information prior to calling
the client to develop rapport.

• Consistently follows up with clients to ensure their needs are

met.

• Effectively uses the organization's existing client acquisition

sales techniques, with the support of the organization's
reference documents.

• Serves as the first point of contact for client queries.

• Ensures that all CRM data is accurate and complete.

• Manages time appropriately to maximize the organization's

sales with managerial support.

• Administers client satisfaction survey and solicits customer

feedback on the organization's customer requests and
products or services.
• Calls prospects from a list provided by the sales managers.

• Researches and analyzes customer information prior to

calling the client to ensure personalized calls to engage
prospective clients.
• Presents sales pitch to clients with more basic needs.

• Distinguishes level of commitment of different prospective

clients and schedules follow-up calls appropriately.

• Ensures that inputted data is accurate and fully complete.

• Effectively deals with client objections.

• Demonstrates the value of multiple products to the client.

• Qualifies clients who are smaller in size with less complex

buying procedures.

• Effectively employs negotiation techniques that facilitate win-

win outcomes and agreement while fostering trust.
• Consistently follows up with clients to ensure clients' needs
are met.

• Promptly schedules appointments to respond to customer

queries.

• Effectively asks prospective clients for the sale, using

existing sales techniques provided by the organization.

• Consistently adds on products that the client may find useful

in an attempt to build the sale.
• Understands sales techniques to build client accounts.

• Demonstrates the value of multiple products to the client.

• Understands how to effectively deal with client objections.

• Effectively employs negotiation techniques that facilitate win-

win outcomes and agreement while fostering trust.
• Consistently reviews the client's account in depth before
asking the client to renew.

• Effectively asks for client renewals, using existing sales

techniques provided by the organization.

• Understands sales techniques that should be used when

dealing with a difficult renewal.
• Demonstrates a basic understanding of metrics and how to
find related data.
• Identifies appropriate metrics to assess initiatives.
• Communicates the rationale behind the collection and use of
metrics.
• Leverages basic tools to generate quality data.
• Draws insight from basic metrics and shares with clients.

Level 1
• Demonstrates a basic understanding of industry trends and
growth.
• Assists in industry analysis to identify opportunities that the
organization can exploit.
• Assists in consumer segmentation.
• Demonstrates a basic understanding of competitors'
offerings and pricing and how the organization's offerings
compare.
• Understands the organization’s best practices for research
and consistently uses them.
• Assists with new product substitute impacts on the
organization's current campaigns or products.
• Supports research on product life cycle analysis.
• Demonstrates a basic knowledge of target market
demographics, their needs, and key motivators to buy.
• Understands how consumers derive value from the
organization and aims to enhance consumer value.
• Aggregates information surrounding consumer trends and
buying power.
• Serves as the first point of contact for basic customer issues
or questions.
• Provides feedback to the marketing team to improve product
or services based off customer insights, such as primary
interviews.
• Synthesizes past organizational data related to demand for
each product or service in the organization over time.
• Assists in the development of product, service, or
organizational content by editing and displaying it in an
intriguing format.
• Abides by the content generation guidelines and processes,
including quality assurance standards.
• Demonstrates a basic knowledge of the organization's
current media mix, why certain mediums are used more
frequently than others, and which mediums are most effective
for different consumers.
• Supports the logistical planning for promotion teams to
disseminate promotional items to the right individuals and on
time.
• Aggregates information pertinent to profitability analyses.
• Recognizes the need for new products or new campaigns.
• Serves as the first point of contact for basic external agency
queries regarding the organization's marketing initiatives.
• Aggregates financial information on the cost per campaign.
• Demonstrates a basic understanding of the required
reporting for different marketing functions and the
organization's Key Performance Indicators (KPIs).
• Uses real time data and frequently updates data when
making recommendations.
• Aggregates CRM data to assess trends in customers'
accounts and better align promotions to entice customers to
buy.
• Understands and adheres to the organization's data
collection and maintenance policies, by keeping customer
data private, complete, and accurate.
• Creates personal goals and milestones, within personal
workload and with managerial support, to ensure that projects
are on time, the scope is maintained, and the project is within
the budget.
• Understands the different methods the organization uses to
generate, qualify, and nurture demand.
• Assists in the evaluation of demand generation and lead
management promotional effectiveness, using the
organization's Key Performance Indicators (KPIs).
• Assists in the execution of initiatives to decrease the
customer buying cycle.
• Disseminates promotional discounts to create demand or
encourage leads to buy the organization's product or services.
• Assists in the design and content generation of sales
collateral, including promotional items required for indirect and
direct sales channels.
• Serves as the first point of contact for sales department's
marketing requests or comments.
• Supports the creation of pipeline acceleration promotional
items.
• Demonstrates a basic knowledge of the organization's
product or service channel management.
• Disseminates sales collateral to the right locations in a timely
manner.
• Executes basic activities to support the sales division with
direct and indirect sales channels.
• Distributes initial onboarding and ongoing customer
promotional items, to the right group of people and at the right
times.
• Provides suggestions for content development that will drive
WOM marketing.
• Aggregates data about the impact of customer experience
and engagement marketing, in terms of the organization's Key
Performance Indicators (KPIs).
• Gathers customer data to assist in the analysis of customer
behaviors.
• Disseminates loyalty program promotions or information in a
timely manner.
• Demonstrates a basic understanding of current and
upcoming products/services and their benefits to customers.
• Demonstrates a basic understanding of the organization's
pricing model for different products/services.
• Assists with the product or service packaging designs.
• Understands the organization's product positioning and
aligns product work accordingly.
• Understands where a product is in the lifecycle,
acknowledging important factors driving the product length,
such as product type, industry, and target market.
• Supports the execution and coordination of product
placement in terms of time, date, and location launch.
• Distributes corporate marketing to the right departments,
individuals, or teams in a timely manner.
• Communicates basic marketing changes to the
organization's employees.
• Aggregates information for the development of external
communications, such as presentations or press releases.
• Acts in a manner that is consistent with the organization's
desired public image.
• Demonstrates a basic understanding of the organizational
processes and protocol surrounding public and media
relations.
• Reaches out to other organizations who may want to
become sponsors for promotion events.
• Addresses basic enquiries from the advertising agency.
• Supports the logistical planning of the event.
• Communicates with vendors to ensure all items are at the
right location and on time.
• Demonstrates basic knowledge of current and upcoming
organizational events.
• Tracks consumer and customer status throughout the event
campaign. For example, if consumers or customers are
invited, registered, or unavailable.
• Assists in the organization of third-party tradeshows,
conferences, and speaking events.
• Helps to execute local branding plans to increase brand
awareness and solidify the brand's positioning in the local
marketplace.
• Demonstrates awareness of the organization's brand and
works consistently to ensure that brand equity is maintained
for customers.
• Maintains brand integrity with all designs.
• Orders and maintains supply for all of the organization's
branding material.
• Collects data to support the assessment of public brand
perception.
• Compiles vendor information such as, price, product, and
delivery times, for branded items.
• Demonstrates a strong understanding of the organization's
value proposition, tagline, and brand guide.
• Supports analysis on customer brand loyalty.
• Updates the organization's social media sites to increase the
organization's brand and product or service awareness.
• Assists with the organization and coordination of digital
platforms.
• Demonstrates a basic understanding of digital platform
processes and operations.
• Understands the operations of SEM and handles basic
marketing requests to improve page-level optimization and
development.
• Reviews online channel promotional content.
• Understands how the organization's website is designed and
how to make changes to it, when necessary.
• Assists with integrating a marketing automation platform,
enabling basic functionality through Customer Relationship
Management (CRM) integration.
• Demonstrates a basic understanding of metrics, and how to
find related data.
• Identifies appropriate metrics to assess initiatives.
• Communicates the rationale behind the collection and use of
metrics.
• Leverages basic tools to generate quality data.
• Draws insight from basic metrics and shares with clients.

Level 1
• Demonstrates a general understanding of professional
accounting standards, requirements, and procedures related
to the business (e.g. IFRS).
• Abides and applies professional accounting standards,
requirements, and procedures when dealing with financial
transactions or statements, ensuring all required
documentation and information is provided.
• Keeps up to date with most current professional accounting
standards, requirements, and procedures.
• Demonstrates awareness and knowledge of the
organization's finance policies, such as the organization's
travel policies.
• Complies with organizational regulations, policies, and
procedures.
• Keeps up to date with most current organizational finance
policies.
• Assists in developing financial statements for the
organization.
• Completes basic month-end closing activities in a timely,
complete, and accurate manner.
• Exhibits awareness and knowledge of the organization's
chart of accounts.
• Assists with the reconciliation of operational processes
underlying financial transactions.
• Executes basic activities that support general accounting,
such as: sales/receivables/collection and
purchase/payables/payments.
• Assists in the analysis of internal performance related to
profitability and performance.
• Exhibits knowledge of the organization's performance
measurements, responsibility centers, and the objectives of
different responsibility centers.
• Creates basic management information reports.
• Aggregates competitor financial information to assist in
benchmarking the organization's performance.
• Supports the analysis of internal financial statements,
specifically focusing on the key performance indicators (KPIs)
or ratios for the industry.
• Recognizes the need for internal controls, such as duties
conflict segregation, user access, and data integrity controls,
and abides by the relevant organizational policies.
• Acts in a manner to prevent error and fraud issues.
• Executes basic activities with working capital management,
including receivables and payables.
• Supports cash management activities.
• Reports on loan limits.
• Makes basic treasury management decisions, as requested.
• Follows the organization's foreign exchange policies.
• Demonstrates awareness of the organization's budgeting
process, adheres to budgeting protocols, and works in a
manner that is consistent with achieving the organization's
financial goals.
• Gathers information pertinent to the budgeting process and
analyzes validity of inputs.
• Identifies discrepancies between actual and budgeted
spending.
• Aware of the organization's financial goals in the short and
long term.
• Complies with legal standards of tax reporting and filing
requirements.
• Gathers and assembles appropriate information for tax
audits, with direction from manager.
• Demonstrates a general understanding of tax standards,
requirements, and procedures.
• Corresponds with tax authorities regarding information
requests.
• Demonstrates a basic understanding of metrics and how to
find related data.
• Identifies appropriate metrics to assess initiatives.
• Communicates the rationale behind the collection and use of
metrics.
• Leverages basic tools to generate quality data.
• Draws insight from basic metrics and shares with clients.

Level 1
• Demonstrates an awareness of IT project frameworks, life-
cycles and project management concepts, techniques, tools,
and best practices.
• Demonstrates an understanding of the project reporting
standards.
• Develops simple project plans for a specific aspect of the
project.
• Understands the concept of stakeholders and their role in
the requirements gathering process.
• Able to articulate the importance of understanding user
requirements before moving forward with the project.
• Possesses a basic understanding of a few (1-2) simple
requirements gathering techniques (brainstorming,
observation).
• Uses pre-written scripts to assist in requirements gathering,
and guide the process.
• Demonstrates a basic understanding of various business
lines in the organization and the overall organizational
structure.
• Demonstrates a basic understanding of business processes
in the organization.
• Drafts basic requirements that can be used in analysis at the
systems level.
• Assists in internal analysis for the system and business level.
• Demonstrates a basic understanding of the documentation
procedures used in the organization and uses these
procedures to assist in the documentation process.
• Assists in documenting simple process changes, installations
and updates including security updates, application updates,
and patches at a system level.
• Assists in tracking simple system and network issues that
occur in the organization, including: what the issue was, how
the issue was resolved, who reported the issue, when it was
reported, who was responsible for fixing the issue, and on
what day.
• Possesses a basic knowledge of troubleshooting techniques
and relies on pre-written processes to assist in the support
process.
• Assists in troubleshooting basic issues affecting a single
application or system.
• Responds to concerns after issues have arisen to determine
what changes are necessary to the relevant IT system.
• Demonstrates a basic knowledge of relevant compliance
laws and standards external from the organization.
• Demonstrates a basic understanding of IT policy
requirements and standards and acts in accordance with
them.
• Incorporates policy and compliance procedures into day-to-
day activities. (personal password and file protection, etc.)
• Asks for assistance when unsure of policy requirements.
• Demonstrates a basic knowledge of relevant security
legislation and laws.
• Demonstrates a basic understanding of IT security
principles, requirements, and standards, and acts in
accordance with them.
• Assists in developing plans for testing low impact security
threats.
• Demonstrates a basic working knowledge of the tools and
methodologies used in modeling.
• Assists in modeling at the application/system level.
• Creates case diagrams and case sequence diagrams using
external views of the IT system.
• Able to identify which functionalities the IT system provides
to users.
• Demonstrates basic programming abilities with one or more
programming languages used in job function.
• Assists in coding at the business unit level.
• Codes with some errors in the process and requires
assistance in fixing script.
• Uses straight line code only.
• Organizes code within one file in a logical manor.
• Uses only one-syllable names when coding.
• Demonstrates a basic understanding of testing
methodologies and standards.
• Uses pre-defined testing procedures to debug simple system
issues.
• Runs simple test scripts and reports.
• Assists in developing test cases used at the
system/application level.
• Demonstrates a basic understanding of the installation
procedures used in the organization.
• Possesses a basic understanding of some installation tools
and uses them to install basic systems at the departmental
level.
• Demonstrates a basic understanding of the vendors used in
the organization.
• Possesses an awareness of potential vendors and their
offerings.
• Demonstrates a basic knowledge of the current vendor
offerings.
• Assists in the vendor selection process at the business unit
level.
• Demonstrates a basic understanding of metrics, and how to
find related data.
• Identifies appropriate metrics to assess initiatives.
• Communicates the rationale behind the collection and use of
metrics.
• Leverages basic tools to generate quality data.
• Draws insight from basic metrics and shares with clients.

Level 1
• Conducts work with the objective of achieving program
goals.
• Assists with the basic day-to-day administrative activities
related to the program, ensuring that these tasks are
completed on time and are accurate.
• Understands the program evaluation metrics and makes
basic decisions that align with achieving or exceeding the
metric goals.
• Serves as the first point of contact for program queries,
internal and external to the organization.
• Demonstrates a basic understanding of HR industry trends,
the organization's strategic direction, competitors, and
relevant stakeholders.
• Applies a basic knowledge of HR best practices when
conducting work.
• Conducts interviews with key stakeholders to investigate
their HR needs, with the support of pre-developed
organizational questions.
• Aggregates data to be used for conducting internal and
external business analyses.
• Assists in root cause analysis to identify basic problems
experienced by clients and in collaboration with others,
recommend solutions.
• Listens to differing points of view and emphasizes points of
agreement.
• Objectively seeks to understand the root cause or nature of
the conflict.
• Exhibits self-control and calms others by depersonalizing the
conflict.
• Demonstrates a willingness to compromise or find an
alternative in order to meet business goals or gain
cooperation.
• Presents content and information to a group to achieve
learning or a goal.
• Provides structure to the meeting or training.
• Makes people feel comfortable and encourages participation
from everyone.
• Able to make decisions when faced with uncertainty.
• Able to work effectively in a changing environment.
• Being open to and respecting new ideas.
• Open to changing processes, practices, and direction.
• Readily adapts to change and uncertainty.
• Participates in initiatives designed to prepare for change.
• Responsive to internal and external customer requests.
• Actively listens and asks questions to determine customer
needs.
• Addresses internal and external customer inquiries promptly.
• Keeps customers up to date and well informed.
• Brings forward internal and external customer service
incidents and concerns.
• Takes pride in delivering high-quality service.
• Actively seeks feedback and opportunities to learn new
knowledge and skills.
• Accepts and acts on constructive criticism.
• Seeks to learn lessons from both successes and failures.
• Demonstrates resiliency in the face of setbacks.
• Engages supervisor in discussions about opportunities for
improvement and taking on additional responsibilities.
• Demonstrates a basic understanding of the different
components of the organization's EVP, and clearly
communicates the EVP to prospective and existing clients.
• Acts in a manner that is consistent with the employer brand.
• Provides input and suggestions for content development.
• Assists with the service design with the end user in mind.
• Understands value to end users.
• Gathers employee data to assist in the analysis of behaviors
and preferences.
• Communicates approved content to the right individuals or
teams in a timely manner.
• Serves as the first point of contact for basic vendor queries.
• Works with outsourced employees to achieve the
organization's goals and objectives.
• Demonstrates an understanding of available technologies,
how to use them, and the value they provide.
• Uses facts and concrete examples to demonstrate a point
and gain support from others.
• Openly listens to the perspectives of others.
• Builds relationships through honest and consistent behavior.
• Understands the impact of their own actions and how others
will perceive it.
• Asks questions to identify shared interests, experiences, or
other common ground.
• Shows an interest in what others have to say; acknowledges
their perspectives and ideas.
• Expresses gratitude and appreciation to others who have
provided information, assistance, or support.
• Takes time to get to know co-workers and the work they do.
• Begins to build relationships with employees in other
departments.
• Has a basic understanding of business functions and
processes.
• Communicates using industry-specific language.
• Complies with decisions that support organizational goals.
• Clearly understands how their function supports
organizational goals and prioritizes effectively based on that
understanding.
• Demonstrates an understanding of relevant financial metrics
and concepts.
• Demonstrates a basic understanding of HR data and how it
is used to create HR metrics.
• Identifies appropriate metrics to assess initiatives.
• Follows established processes when inputting or working
with data in HR systems to ensure proper data quality.
• Interprets and communicates basic information from data,
metrics, and visualizations.
• Demonstrates a basic knowledge of the organization's
mission, vision, and values.
• Demonstrates knowledge of the organization's primary
competitors.
• Describes the organization's core products and services.
• Understands department's core functions and capabilities.
• Understands how the job contributes to departmental goals
and key performance indicators.
• Complies with basic organizational policies and regulations.
• Demonstrates knowledge of the strategic direction of the
organization.
• Acts in a manner that is consistent with the organization's
goals, core functions, and values.
• Actively listens, learns through observation, and uses clear
and precise language.
• Possesses an open and approachable demeanor with a
positive and constructive tone.
• Demonstrates interest in the thoughts and feelings of others.
• Considers potential responses of others before speaking or
acting.
• Checks own understanding of others' communications by
repeating or paraphrasing.
• Demonstrates self-control in stressful situations.
• Provides clear, concise information to others via verbal or
written communication.
• Respects the uniqueness of individuals.
• Listens to others’ points of view with an open mind and tries
to relate to their experience.
• Understands the impact of their own actions and how others
might perceive them.
• Speaks up and challenges non-inclusive behaviors and work
practices.
• Alerts others to possible problems in a timely manner.
• Seeks appropriate support to solve problems.
• Actively contributes to the creation and evaluation of
possible solutions.
• Acts on solutions selected and decisions made as directed.
• Makes effective decisions about how to complete work
tasks.
• Demonstrates the capability of breaking down concrete
issues into parts and synthesizing information succinctly.
• Collects and analyzes information from a variety of sources.
• Listens to understand the situation and asks probing
questions to figure best methodologies to help coach an
individual through their situation.
• Provides instruction on how to tackle the task at hand.
• Provides advice and counsels employees on how to correct
certain behavior.
• Leverages influence to get work done, when lacking formal
authority.
• Demonstrates an awareness of project frameworks,
lifecycles, and project management concepts, techniques,
tools, and best practices.
• Demonstrates an understanding of the project reporting
standards.
• Develops simple project plans for a specific aspect of the
project.
• Effectively applies knowledge of most relevant HR concepts,
with minimal assistance.
 . You may edit these functional competencies freely. If you do customize the McLean & Company competencies below, be sure to adjust
tency, use tab 4.

IT Competencies

Level 2

• Participates in post-sale calls with the account manager to

ensure a smooth transition for the client.

• Conducts occasional follow-up calls with the client account

manager and, if necessary, the client.

• Consistently asks for referrals from the client using a

personalized approach.
• Reliably responds to complex client requests across multiple
areas of the business in a timely manner.

• Contributes to maintaining high levels of service delivery

across the sales team.

• Incorporates personalized approach to the organization's

existing client acquisition sales techniques to enhance selling
performance.

• Supports peers with client queries.

• Demonstrates strong knowledge of sales principles and best

practices.
• Liaises with sales managers to determine opportunities to
improve sales practices.

• Applies best practices in day-to-day client data management

and maintaining clients' privacy, using the organization's CRM
program.

• Personally plans time to maximize sales.

• Analyzes client satisfaction survey information, as well as

customer request and product or service feedback.

• Participates in post-survey action planning and the

implementation of client satisfaction initiatives.
• Leverages personal network and public sources to contact
prospects not provided by the organization.
• Presents sales pitch to clients with complex needs across
multiple areas of the business.
• Supports peers by demonstrating how to successfully
develop a lead.
• Liaises with sales managers to determine opportunities to
improve overall sales practices.

• Applies best practices in day-to-day client data management

and maintains client privacy.
• Consistently deals with complex client objections and tries to
overcome them.

• Supports peers in developing leads into long-term sales

accounts.
• Participates in the development of new sales techniques to
improve the number of leads that become clients.

• Qualifies clients who are larger in size and have more

complex buying procedures.
• Consistently engages the decision maker in the sales
dialogue, as soon as possible.

• Effectively employs a variety of negotiation techniques,

allowing differing parties to reach mutually agreeable
solutions.
• Demonstrates and applies deep knowledge of sales
techniques used to increase the number of client accounts
closed and increase the revenue per client.

• Uses a personalized approach to ask prospective clients for

the sale.

• Supports peers in the development of techniques to close or

build upon a sale based on best practices and successful
personal experiences.
• Demonstrates ability to build a sale and consistently builds
client accounts by using the organization's sales techniques
and strengthening existing client relations.

• Supports client account manager peers in successfully

upgrading or upselling client accounts.

• Participates in the development of new account-based sales

growth techniques to improve the number of clients who
upgrade or buy more products.

• Capably deals with objections by using a repositioning sales

strategy or by successfully negotiating, if and when
applicable.

• Effectively employs a variety of negotiation techniques

allowing differing parties to reach mutually agreeable
solutions.
• Demonstrates and applies deep knowledge of sales
techniques used by the organization to increase the number
of renewed client accounts.

• Supports peers in the development of sales renewal

techniques based on best practices and successful personal
experiences.

• Engages clients who do not want to renew by showing new

products, prices, or promotions while consistently ensuring a
mutually agreeable closure.
• Demonstrates a good understanding of metrics and data.
• Identifies appropriate metrics to assess initiatives.
• Explains the rationale behind the collection and use of
metrics.
• Leverages existing tools to meet organizational needs.
• Draws insightful conclusions, identifies trends, and
recognizes patterns through data analysis/collection.
• Connects insights generated from multiple data points to
provide insightful recommendations.

Level 2
• Participates in analyzing industry trends and competitors'
strengths and weaknesses.
• Examines industry reports and extrapolates data to forecast
changes or trends in local markets.
• Identifies opportunities that the organization can exploit and
analyzes upcoming product substitute impacts.
• Assesses how competitors are segmenting the market and
analyzes different ways to segment the market.
• Demonstrates strong knowledge of competitor's offerings
and pricing and how the organization's products provide
different benefits.
• Assesses the lifecycle of past products and campaigns.
• Assists in the development of research best practices.
• Reports changes in the target market related to trends,
buying power, or buying preferences.
• Participates in the analysis of consumers’ perceived value of
the organization’s offerings.
• Analyzes consumer trends and buying power information
and identifies risks and benefits of promoting the product or
service to different consumers or customers.
• Effectively deals with more complex customer issues or with
customers who have larger accounts, with more demanding
needs.
• Develops potential solutions for customer issues, leveraging
customer insights, and recommends these to marketing
executives.
• Examines past organizational data on demand for each
product or service in the organization over time and analyzes
which factors are driving the demand.
• Develops product, service, or organization content marketing
for managers to review.
• Provides suggestions to improve the content generation
processes.
• Demonstrates a strong knowledge of complex and basic
marketing quality assurance standards, performs in a manner
consistent with these standards, and encourages peers to do
so as well.
• Demonstrates a strong knowledge of the organization's
current media mix, why certain mediums are used more
frequently than others, and which mediums are most effective
for different consumers.
• Assists in the analysis of medium effectiveness, using the
organization's Key Performance Indicators (KPIs).
• Coordinates the logistics of disseminating promotional items;
manages relationships with value chain stakeholders.
• Assists with profitability analyses for marketing initiatives.
• Encourages others to embrace new marketing products and
services to reduce internal implementation barriers.
• Responds to more complex external agency queries
regarding the organization's marketing initiatives.
• Examines major cost drivers for campaigns and makes
recommendations for new alternatives to decrease costs.
• Applies a strong understanding of the required reporting for
different marketing functions and for the organization's Key
Performance Indicators (KPIs).
• Analyzes large amounts of data from multiple sources,
including the organization's CRM data, to observe trends or
strengths and weaknesses within the data set.
• Develops research and analysis reports that follows the
organization's data collection and maintenance policies.
• Consistently follows the organization's data collection and
maintenance policies, including completeness, currency,
accuracy, and of a high quality.
• Creates personal goals and milestones, within personal
workload to ensure the marketing project is on time, without
the support of the manager.
• Assists in the design of qualification and nurturing
promotions.
• Develops a list of potential consumers and leads who will
receive particular promotions based on their buying behavior,
length in the buying cycle, and product or service interests.
• Analyzes the effectiveness of demand generation or lead
management campaigns, using the organization's Key
Performance Indicators (KPIs).
• Provides recommendations for demand generation and lead
management promotion improvements.
• Analyzes discount use and the impact the discount
promotion has on sales.
• Develops the content and design for sales collateral,
including promotional items required for indirect and direct
sales channels.
• Consistently communicates pertinent marketing information
to the sales department and deals with more complex
marketing requests or questions from the sales department.
• Creates the content and design of pipeline acceleration
promotional items.
• Aggregates data on the revenue generation of each sales
channel.
• Develops relationships with stakeholders in the distribution
network to ensure product arrives to the end consumer on
time, and with minimal loss or damage.
• Conducts more complex activities to support the sales
division with direct and indirect sales channels.
• Develops the content and design for initial onboarding and
ongoing customer promotional items.
• Analyzes customer experience and engagement marketing
data, with the goal of understanding what was and was not
successful with different marketing initiatives.
• Assesses alternatives to improve WOM marketing, the
customer experience, and customer engagement; examining
the costs, risks, and benefits of different campaigns.
• Assists with the design and development of the
organization's loyalty programs.
• Demonstrates a strong understanding of current and
upcoming products/services and their benefits to customers.
• Demonstrates a strong understanding of the organization's
pricing model for different products/services.
• Creates the product or service and packaging designs.
• Makes basic product or service related decisions that are
consistent with the product or service positioning.
• Tracks the product or service lifecycle and makes
recommendations for which products or services should stop,
based on organizational Key Performance Indicators.
• Monitors the ongoing sales locations or regions to ensure
proper alignment with the product and overall marketing
strategy.
• Communicates more complex marketing changes to the
organization's employees.
• Assists in the development of the design and content of the
corporate and external communication marketing.
• Serves as the first point of contact for external enquiries
regarding the organization's marketing initiatives.
• Demonstrates a strong, comprehensive knowledge of all
marketing initiatives, with a focus on current and upcoming
organizational events.
• Consistently performs in a manner that aligns with the
organization's image and encourages others to do the same.
• Informs targeted mediums and the public about the
organization's upcoming promotional initiatives.
• Creates potential sponsor lists that can be contacted for
promotional events.
• Addresses complex enquiries from the advertising agency.
• Analyzes advertising campaign effectiveness, using the
organization's performance metrics.
• Plans event logistics, learning from past successes and
failures.
• Investigates multiple potential vendors and venues, with the
goal of finding vendors and venues that are appropriate, high
quality, and the best value for the price.
• Ensures that events are within budget, are a high quality,
and all items and key attendees are on time.
• Organizes third-party tradeshows, conferences, and
speaking events.
• Executes local branding plans to increase brand awareness
and solidify brand positioning in the local marketplace.
• Ensures that marketing initiatives, for the same brand, reflect
a consistent value proposition and, if not, examines and
recommends solutions to marketing executives.
• Measures brand awareness for each product or service.
• Supports the implementation of initiatives to enhance brand
equity within the organization.
• Assists in the design and development of branded items.
• Recommends which items to purchase for branding and from
which vendor.
• Analyzes and creates a report on customer brand loyalty,
segmented by important organizational demographics.
• Analyzes social media engagement trends and segments
this information into important organizational demographics.
• Maintains and grows the organization's social media
presence.
• Monitors the quality of the organization's social media posts
and interactions with consumers.
• Develops promotional content for digital platforms and
disseminates the content to target audiences.
• Works with information technology developers to integrate a
successful online marketing campaign, given the
organization's technological constraints.
• Tests emails to ensure all spam triggers are removed and all
links are functioning as intended.
• Supports marketing managers and the organization's
information technology team to continuously update the
organization's website design.
• Supports day-to-day activities with marketing automation
technology.
• Builds reports for campaigns and relays data to the
marketing manager.
• Demonstrates a good understanding of metrics and data.
• Identifies appropriate metrics to assess initiatives.
• Explains the rationale behind the collection and use of
metrics.
• Leverages existing tools to meet organizational needs.
• Draws insightful conclusions, identifies trends, and
recognizes patterns through data analysis/collection.
• Connects insights generated from multiple data points to
provide insightful recommendations.

Level 2
• Demonstrates an advanced understanding of professional
accounting standards, requirements, and procedures related
to the business (e.g. IFRS).
• Ensures the accuracy of financial transactions and reports.
• Oversees that the department conforms to accounting
standards, requirements, and procedures, and remediates
issues in a timely manner.
• Keeps up to date with most current professional accounting
standards, requirements, and procedures.
• Assists in the continuous development of the organization's
finance policies.
• Analyzes the impact of changes to organizational finance
policies.
• Encourages others to comply with all organizational
regulations, policies, and processes.
• Develops financial statements that are fully complete,
accurate, and delivered in a timely manner.
• Monitors month-end closing activities.
• Maintains the organization's chart of accounts.
• Reconciles and adjusts the operational processes underlying
financial transactions.
• Acts as the first point of contact for queries regarding the
processes that support general accounting.
• Executes complex activities that support general accounting.
• Evaluates the cost/volume/profit of the organization's
products or services, as well as the impact of changes to the
organization's supply chain and the impact that leveraging
different pricing and cost strategies will have on the
organization's profitability.
• Demonstrates an understanding of management accounting
systems.
• Performs analyses on internal key performance indicators
(KPIs), as well as KPIs for the organization's target
customers.
• Delivers high-quality, accurate, and complete management
reporting information.
• Participates in analyzing competitors' financial information,
identifying their strengths and weaknesses, in comparison to
the organization's.
• Demonstrates a general understanding of the control
systems the organization has in place to internally control
financial operations.
• Updates or modifies the organization's control policies and
procedures, as requested.
• Executes advanced activities with working capital
management, including receivables and payables.
• Analyzes and identifies opportunities for cash investments.
• Makes advanced treasury management decisions.
• Identifies areas of opportunity or barriers for the
organization's financing initiatives and foreign exchange
management by conducting a short-term (1-6 months)
environmental scan.
• Escalates and analyzes requests from businesses who want
to merge or acquire the organization.
• Applies basic knowledge of business, capital project, and
asset valuation techniques to address valuations.
• Assists in the development of risk management policies for
the organization.
• Reviews departmental budgets for accuracy and process
efficiency.
• Monitors the departmental budgeting processes to ensure
each department is on track for submission and operating in a
manner that will achieve the set financial goals.
• Assesses inconsistencies in the actual and budgeted
spending and identifies proactive programs to prevent them.
• Reviews budget spending patterns to support financial
resource management forecasting and the development of
projected financial statements, related to the budgeted
revenue and cost targets.
• Accurately measures and reports on basic tax implications
for organizational transactions.
• Analyzes tax returns to ensure completion and accuracy;
modifies content as necessary.
• Exhibits an understanding of principles and applications of
tax implications of different business decisions, classes of tax,
tax accounting, and taxation law.
• Applies a basic understanding of taxation strategies and
planning.
• Calculates taxes payable for basic, routine organizational
transactions.
• Demonstrates a good understanding of metrics and data.
• Identifies appropriate metrics to assess initiatives.
• Explains the rationale behind the collection and use of
metrics.
• Leverages existing tools to meet organizational needs.
• Draws insightful conclusions, identifies trends, and
recognizes patterns through data analysis and collection.
• Connects insights generated from multiple data points to
provide insightful recommendations.

Level 2
• Demonstrates and applies an understanding of IT project
frameworks, life-cycles, and project management concepts,
techniques, tools, and best practices.
• Demonstrates a thorough understanding of the project
reporting standards.
• Develops multiple aspects of a project plan related to a
specific aspect of the project.
• Assists in the allocation of resources to complete project
objectives.
• Participates in development of project plans, including the
expected outcomes, risks, contingency plans, and required
resources for the project.
• Identifies more critical activities in the project plan and
adjusts priorities when appropriate.
• Assists in the development of presentations to key
stakeholders.
• Demonstrates commitment to the department.
• Takes initiative, not satisfied with the status quo.
• Understands the concept of stakeholders and can identify
key stakeholders within the organization.
• Understands the importance of user requirements and is
able to assist in basic user requirements gathering processes.
• Aware of most or all requirements gathering techniques used
in the organization.
• Possesses a thorough understanding of the basic
requirement gathering techniques and how to apply them
during the requirements gathering process.
• Uses but is not dependent on pre-written script for the
requirements gathering process.
• Demonstrates a basic understanding of business roles,
processes, planning, and requirements in the organization.
• Demonstrates a basic understanding of how technologies
assist in business processes.
• Develops basic business cases using internal environment
analysis for the business unit level.
• Demonstrates a thorough understanding of the
documentation procedures used in the organization, and uses
them only as references in the documentation process.
• Documents process changes, installations, and updates,
including security updates, application updates, and patches
at the systems level.
• Tracks system and network issues that occur in the
organization, including: what the issue was, how the issue
was resolved, who reported the issue, when it was reported,
who was responsible for fixing the issue, and on what day.
• Possesses a working knowledge of troubleshooting
techniques and uses but is not dependent on pre-written
processes to assist in the support process.
• Troubleshoots issues affecting a single application or
system.
• Responds to IT system issues before user realizes the
concern and determines what changes need to be made.
• Demonstrates a thorough knowledge of relevant compliance
laws and standards external from the organization.
• Demonstrates a thorough understanding of IT policy
requirements and standards and acts in accordance with
them.
• Incorporates policy and compliance procedures in job role
(network rights, system access, etc.).
• Rarely asks for assistance in determining policy
requirements, and knows where to look for them when they
do.
• Demonstrates a thorough knowledge of relevant security
legislation and laws.
• Demonstrates a thorough understanding of IT security
principles, requirements, and standards, and acts in
accordance with them.
• Develops plans for testing low impact threats on security.
• Develops strategies to protect single key data at a
system/application level.
• Demonstrates and applies a thorough knowledge of the tools
and methodologies used in modeling.
• Models at the application/system level.
• Creates class diagrams for structural views.
• Able to identify which structures information is filed in the IT
system.
• Demonstrates a working knowledge in most or all of the
programming languages used in job function.
• Codes systems at the business unit level.
• Codes with few errors in the process, requires occasional
help fixing script.
• Breaks problem into multiple functions to find best way to
code.
• Groups code into different, well referenced files with links to
other source files.
• Uses logical names for files variables and classes.
• Demonstrates a thorough understanding of testing
methodologies and standards.
• Uses but is not dependent on pre-defined testing procedures
to debug simple system issues.
• Performs testing and validation (volume testing).
• Develops test cases used at the system/application level.
• Demonstrates a thorough understanding of the installation
procedures used in the organization.
• Possesses a thorough understanding of most installation
tools and uses them to install systems at the departmental
level.
• Demonstrates a basic understanding of integration
procedures and assists in simple integration at the
departmental level.
• Demonstrates a thorough understanding of the vendors used
in the organization.
• Possesses knowledge of the potential vendors and their
offerings.
• Demonstrates a thorough understanding of the current
vendor offerings.
• Selects vendors for systems used at the business unit level.
• Demonstrates a good understanding of metrics and data.
• Identifies appropriate metrics to assess initiatives.
• Explains the rationale behind the collection and use of
metrics.
• Leverages existing tools to meet organizational needs.
• Draws insightful conclusions, identifies trends, and
recognizes patterns through data analysis/collection.
• Connects insights generated from multiple data points to
provide insightful recommendations.

Level 2
• Consistently works in a manner that aligns with achieving
program goals and encourages others to work in a manner
that will also support goal achievement.
• Implements basic changes or adaptations to the
organization's HR program, with support from manager.
• Assists with the evaluation of the HR program, identifying
strengths and weaknesses.
• Handles more complex administrative tasks related to the
program and ensuring that it runs smoothly, including handling
more complex program queries.
• Applies detailed knowledge of HR industry trends, the
organization's strategic direction, competitors, and relevant
stakeholders.
• Consistently applies HR best practices to work and acts as a
role model to others with less experience.
• Conducts interviews with key internal stakeholders to gather
information about their current and upcoming HR needs,
without the support of pre-developed organizational questions.
• Assists with conducting internal and external analyses to
identify barriers and opportunities.
• Performs root causes analysis to identify basic problems
experienced by clients and provides recommendations.
• Proactively identifies potential issues and takes actions to
avoid workplace disruptions.
• Uses "active listening" to understand viewpoints of others.
Adjusts one's position/view in order to try and resolve conflict.
• Restates the positions of both parties and asks questions
tactfully to identify key issues and/or values that are at the
center of the conflict.
• Assists with creating program content to achieve desired
learning at the departmental or business unit level.
• Uses multiple facilitation techniques to achieve learning such
as group activities, individual activities, and role plays.
• Asks questions to guide a group of individuals through a
process.
• Able to handle objections or pushback from the group
without getting defensive.
• Actively communicates and advocates the advantages of
change and how it will affect current practice.
• Shares constructive coping strategies with team members.
• Acknowledges uncertainty and accepts that change is
constant.
• Identifies and brings forward obstacles to change.
• Follows, implements, and communicates change
management strategies and plans.
• Leverages change management best practices.
• Readily adapts to change and uncertainty.
• Applies knowledge about the customer to inform decision
making and problem solving.
• Strives to provide additional value to the customer
experience.
• Actively solicits internal and external customer feedback in
order to improve business relationships.
• Suggests ways to improve the customer experience.
• Collaborates with colleagues to deliver high-quality service.
• Actively seeks opportunities for the development of their
own, and others', skills and knowledge.
• Proactively experiments with new approaches and
development opportunities.
• Offers feedback and constructive criticism in a respectful
way.
• Actively solicits feedback on their own performance from
others.
• Seeks to learn lessons from both successes and failures.
• Shares new knowledge and findings with others.
• Takes ownership of their own development.
• Develops content and design for communicating the value of
HR initiatives to employees and candidates.
• Analyzes employee/candidate participation data, with the
goal of understanding behaviors and preferences.
• Makes service-related decisions that are consistent with EVP
positioning.
• Monitors the organizational communication to ensure proper
alignment with the EVP and employer brand.
• Develops content for digital platforms and disseminates the
content to target audiences.
• Handles more complex vendor queries and appropriately
escalates vendor queries as necessary.
• Acts as a mediator for concerns pertaining to employee
communications with vendors or outsourced employees.
• Leverages relevant technology effectively and efficiently to
increase customer experience.
• Develops others' ability to use technology.
• Recognizes gaps in current technology resources and where
appropriate, identifies solutions.
• Anticipates the effect of one's approach on the emotions and
sensitivities of others.
• Practices active listening while demonstrating positivity and
openness.
• Customizes discussion and presentations to include "what's
in it for me" for the audience.
• Presents compelling information to emphasize the value of
an idea.
• Involves others in refining ideas or making decisions in order
to drive buy-in and action.
• Knows how to appropriately use influence to achieve
outcomes when lacking formal authority.
• Recognizes the business concerns and perspectives of
others and works in a manner that is mutually beneficial.
• Consistently communicates and shares information with
others.
• Interacts effectively with people of diverse backgrounds.
• Establishes a reputation as a neutral, approachable
professional within the department, across business units, and
with external contacts.
• Develops networks within the organization to enable the
achievement of their own and others' work-related goals.
• Is knowledgeable regarding most business practices and
processes.
• Is literate in business language and comfortable
communicating about all facets of the business.
• Makes recommendations that support organizational goals.
• Makes decisions that drive people capabilities to the
organization’s advantage.
• Clearly communicates using financial metrics and concepts
when making the case for new projects / initiatives.
• Identifies and leverages relevant data when making
decisions, providing recommendations, or analyzing
organizational issues.
• Interprets metrics and data visualizations (using
understanding of basic statistics) to identify patterns and
extract insight where possible.
• Follows established processes when inputting or working
with data in HR systems to ensure proper data quality.
• Uses effective storytelling to communicate results of data
analysis and influence business decisions.
• Makes decisions and acts in a manner that is congruent with
the organization's mission, vision, and values; supports peer
decisions that are internally consistent.
• Demonstrates knowledge of the organization's standing in
the competitive environment.
• Understands the competitive value of the organization's core
products and services.
• Understands the organization's core functions and
capabilities.
• Understands how their job contributes to organizational
goals and key performance indicators.
• Models and champions organizational policies and
regulations.
• Demonstrates understanding of the strategic direction of the
organization.
• Seeks to understand others' points of view, looking at verbal
and nonverbal cues to encourage open and honest
discussions.
• Invites and encourages others to participate in discussions.
• Projects a sincere and genuine tone. Remains calm when
dealing with others who are upset or angry.
• Provides and seeks support to improve communication.
• Does not jump to conclusions or act on assumptions.
• Tailors messages to meet the different needs of different
audiences.
• Accurately interprets responses of others to their words and
actions.
• Provides feedback effectively and with empathy.
• Coaches employees and managers on how to effectively
communicate.
• Values the differences that individuals bring to the team.
• Openly seeks diverse opinions and ensures everyone is
heard.
• Makes it safe to propose new ideas.
• Shares credit for success.
• Gives team members decision-making authority.
• Seeks information and input to fully understand the cause of
problems.
• Takes action to remove obstacles and address problems
before they impact performance and results.
• Initiates the evaluation of possible solutions to problems.
• Makes effective decisions about work task prioritization.
• Appropriately assesses risks before making a decision.
• Effectively navigates through ambiguity, using multiple data
points to analyze issues and identify trends.
• Does not jump to conclusions.
• Draws logical conclusions and provides opinions and
recommendations with confidence.
• Takes ownership over decisions and their consequences.
• Uses open-ended questions to encourage employees or
managers to make their own decisions to determine the right
course of action to take.
• Coaches managers on difficult issues with employees.
• Leverages knowledge of different coaching styles to adapt
style to better align with the individual they are coaching.
• Helps team members develop their skills and abilities.
• Demonstrates and applies an understanding of project
frameworks, lifecycles, and project management concepts,
techniques, tools, and best practices.
• Demonstrates a thorough understanding of the project
reporting standards.
• Develops multiple aspects of a project plan related to a
specific aspect of the project.
• Participates in development of project plans, including the
expected outcomes, risks, contingency plans, and required
resources for the project.
• Identifies more critical activities in the project plan and
adjusts priorities when appropriate.
• Assists in the development of presentations to key
stakeholders.
• Effectively applies knowledge of all relevant HR concepts to
required job tasks.
customize the McLean & Company competencies below, be sure to adjust

HR Competencies

Level 3

• Designs and implements appropriate tools and initiatives to

execute a value-adding transition from the client acquirer to
the client account manager.

• Synthesizes referral data to identify opportunities and

barriers to increasing the number of referrals.

• Models referral trends based on available data.

• Leads the implementation of new sales techniques.

• Anticipates client needs and proactively develops an

approach that is tailored to each client.

• Conducts sales employee meetings to ensure uniform, high

quality client service across the organization.
• Sets data integrity standards for the sales teams, using
industry best practices.

• Coaches sales team members to better allocate their time to

increase sales and to effectively use the organization's CRM
program.

• Designs and implements appropriate tools and initiatives to

execute client satisfaction program.

• Leads the implementation of the client satisfaction program,

including post-survey planning.

• Models client satisfaction based on available data.

• Identifies and ranks new opportunities for improving the
organization's customer satisfaction in terms of products or
services and dealing with customer requests.
• Oversees sales prospecting processes and validates which
sources are eligible for sales prospecting calls.

• Leads the implementation of new demand generation sales

techniques.

• Collaborates with peers and managers to recommend and

implement appropriate initiatives to increase product demand.

• Analyzes data on the percentage of the target market turned

into a prospective lead.
• Conducts medium-term (6-12 months) target market scans
to identify barriers and opportunities related to buying
behavior.
• Oversees adherence to organizational data integrity and
data collection standards.
• Develops sales techniques for sales team to overcome client
objections.

• Coaches sales team to improve the number of leads

converted to clients.

• Liaises with sales executives to develop target conversion

rates in the short term (1-6 months).

• Collaborates with peers and managers to develop initiatives

to increase lead conversion rates.

• Successfully negotiates with internal and external groups to

facilitate decisions with changing circumstances.
• Serves as a subject matter expert in up-selling products and
closing the sale with clients.
• Aggregates data on Average Dollar Sale (ADS) and Units
Per Transaction (UPT) to identify opportunities to improve the
respective metrics.

• Liaises with the vice president of sales to develop ADS and

UPT goals in the short term (1-6 months).

• Collaborates with peers and managers to develop initiatives

to increase ADS and UPT.

• Models the ADS and UPT on a weekly, monthly, and annual

basis; compares data with previous years' results and
forecasts future closing rates.
• Aggregates client account-based growth data and evaluates
areas of opportunity within a region or product line.

• Liaises with sales executives to develop target account-

based growth goals in the short term (1-6 months).

• Collaborates with peers and managers to develop initiatives

to increase account-based growth.

• Models account-based trends on a weekly, monthly, and

annual basis; compares data with previous years' results and
forecasts future account-based growth rates.

• Successfully negotiates with internal and external groups to

facilitate decisions with changing circumstances.
• Liaises with the sales executives to develop target renewal
rate goals in the short-term (1-6 months).

• Collaborates with peers and managers to develop initiatives

to increase renewal rates.

• Models renewal rates on an annual basis, compares data

with previous years' results, and forecasts future renewal
rates.
• Aggregates client renewal data and evaluates areas of
opportunity within a region or product line.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Able to identify patterns and predict data outcomes, and use
information to shape programs and affect all business units.
• Employs evidence-based decision making and supports key
decisions with data.
• Evaluates existing technology and advocates for
investments in new technology to meet data requirements.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 3
• Analyzes industry data in the medium-term (6-12 months),
including competitor information, to identify opportunities and
risks for the organization's pricing models, products, value
proposition, and promotions.
• Evaluates industry opportunity alternatives and presents
best alternatives to marketing executives including: costs,
risks, and benefits.
• Models revenues for industry opportunity alternatives,
including factors such as cannibalization due to product
substitutes or other factors that will create variances in sales
performance.
• Collaborates with marketing leaders to choose the most
appropriate consumer segmentation, based on industry and
demographic changes.
• Examines new or upcoming competitors, and the effects
they might have on the organization in terms of revenue and
cost changes.
• Conducts medium-term (6-12 months) environmental scans
to identify barriers and opportunities related to current
customer segmentation.
• Aggregates local and global market data and analyzes the
data to support strategic marketing decision-making.
• Initiates and implements organization-wide research design
improvements.
• Assesses changes in the target market, in terms of financial
capabilities and social changes, and ensures product
alignment with the target market.
• Identifies new potential target markets to increase
organizational sales.
• Analyzes customer buying behavior in the medium-term (6-
12 months) and models customer buying behavior using
aggregated organizational data and industry trends.
• Builds business cases that describe the impact of
recommended initiatives, key steps required to achieve this
impact, and metrics that will be used to determine success.
• Deals with escalated customer issues.
• Creates detailed project plans that include resource
requirements, key milestones, anticipated risks, and
interdependencies.
• Develops new initiatives to increase the customer-product
alignment and enhance customer value, based off target
market trends and customer insights.
• Extrapolates organizational data on past product or service
demand over time to project new product or service demands.
• Collaborates with marketing executives to develop content
generation topics for the medium-term (6-12 months).
• Develops solutions and makes recommendations to
marketing executives to improve upon content generation
processes and improve the overall quality of the content
output.
• Oversees adherence to the organization's quality assurance
standards for marketing design.
• Analyzes the effectiveness of the organization's mediums,
using the organization's Key Performance Indicators (KPIs).
• Monitors the content generation process, ensuring that it is
something unique and aligns with the promotional strategy.
• Explores new mediums to disseminate marketing messages
and promotions, internally and externally; analyzes the costs,
risks, and benefits of each new medium.
• Develops a comprehensive profitability analysis for
marketing initiatives.
• Identifies internal implementation barriers for new products
or campaigns and creates an action plan to mitigate or
eliminate these barriers.
• Analyzes different external agencies to assess their
strengths, weaknesses, and fit with the organization for
upcoming marketing initiatives.
• Identifies outsourcing opportunities or new input providers to
decrease the cost per campaign.
• Serves as a subject matter expert in research and analysis,
reporting findings and utilizing performance metrics to make
informed marketing decisions.
• Manages the usage of the CRM database, both contacts and
leads, to ensure optimal touch points and to achieve business
goals, while maintaining brand reputation.
• Identifies customer insights that drive changes in the
organization's marketing tactics.
• Oversees that the department at large inputs data that is
complete, accurate, and current.
• Assesses the strengths and weaknesses of the
organization's current CRM system and provides alternatives
to strengthen it.
• Assists with the development of policies for data collection
and maintenance.
• Oversees that marketing initiatives or promotions are on
time, maintains an appropriate scope based on available
resources and that it is within budget; develops contingencies
and alternatives if something does not work as planned.
• Collaborates with marketing executives to set the goals,
strategy, and design of the qualification and nurturing
promotions.
• Evaluates new demographics to target to increase product or
service demand.
• Assesses the strengths and weaknesses, both quantitatively
and qualitatively, of the qualification and nurturing promotion
initiatives and makes the case for keeping or stopping the
promotion.
• Identifies outsourcing opportunities or new input providers to
decrease the cost per lead or the cost to generate demand.
• Implements demand generation and lead management
promotion initiative changes and ensures that the change is
clearly communicated.
• Models buying behavior after discounts are provided to
analyze which discounts are the most effective.
• Measures the effectiveness of sales collateral items and
receives input from the sales department about possible sales
collateral improvements.
• Oversees the content development for pipeline acceleration
promotional items, as well as other sales collateral.
• Conducts medium-term (6-12 months) environmental scans
to determine any gaps between short-term sales support
promotional content and consumer needs.
• Examines the current distribution network to identify
opportunities to streamline the process, reduce costs, and
reduce the amount of lost or damaged product.
• Recommends new companies to be a part of the
organization's value chain, with the goal of reducing costs,
increasing quality of service, and ensuring continuous
business operations.
• Anticipates sales team needs, in terms of sales channel
support, and develops action plans to meet those needs.
• Examines the strengths and weaknesses in the
organization's current customer experience and engagement
promotional items; makes recommendations for improvement.
• Conducts medium-term (6-12 months) environmental scans
to determine any gaps between short-term customer
experience and engagement promotional content and
consumer needs.
• Leverages customer data to identify new initiatives to
increase customer engagement and provide them with better
customer service, while ensuring alignment with customer
needs and trends.
• Designs and develops the organization's loyalty programs.
• Takes responsibility for the profit and loss of a product or
brand and is accountable for the ongoing success of the
project.
• Owns a product and develops new product initiatives that
align with the product positioning.
• Evaluates new product or services, assessing the costs,
risks, and benefits of the new or existing product
development.
• Examines customer purchasing behavior related to changes
in product price to develop pricing policy decisions that are
strongly aligned with customer behaviors.
• Develops the overarching goals, themes, and desired look
for product and packaging designs.
• Recommends adaptation of the product positioning
statement or target market to sales executives, based on
analysis.
• Models product or service sales over time, by region, and by
consumer information.
• Conducts medium-term (6-12 months) analyses on current
product placement.
• Develops the content and chooses the medium for internal
and external communications.
• Evaluates the impact of using different mediums to increase
organizational and product or service awareness.
• Updates and outlines presentations and press releases for
the organization in the short- (1-6 months) and medium-term
(6-12 months).
• Examines the differences between the organization's desired
image and the public's perceived image of the organization.
• Develops the organization's sponsorship, public and media
communications guidelines and outlines.
• Analyzes the impact, financially and socially, of having
sponsors, partnerships, or media involvement for events.
• Collaborates with the advertising agency to design
advertisements and to ensure the goals of the advertising
campaign are clearly communicated to the target audience.
• Collaborates with marketing executives to design
promotional events prior, during, and after the event.
• Models campaign effectiveness over time to discover which
advertisements were most successful and what factors may
have been driving that success.
• Evaluates agency relations and the agency-organization fit.
• Analyzes promotional event successes and weaknesses and
adapts tactics based on more successful factors.
• Evaluates vendor capabilities and selects appropriate
vendors and venues for the organization's events.
• Initiates and outlines promotional events, presentations, and
press releases for the organization in the medium-term (6-12
months).
• Researches upcoming third party events in the short-term (1-
6 months) and applies to attend the events.
• Assists in the development of branding plans outside of the
local marketplace.
• Collaborates with marketing executives to implement
initiatives that will develop the organization's and its products'
brands.
• Assesses any misalignment in organizational and public
brand perceptions and makes recommendations to marketing
executives to eliminate these gaps.
• Extrapolates brand awareness data to project product or
service brand awareness over time, including factors that will
have an impact on brand awareness variations.
• Develops the design for the organization's branded items.
• Conducts medium-term (6-12 months) competitor scans to
identify barriers to and opportunities for the organization's
value proposition.
• Identifies products or areas with low brand loyalty and
recommends new initiatives to improve these areas or to get
rid of them.
• Evaluates consumer exposure and engagement on various
social media sites and prioritizes social media focuses, in
terms of content and sites, based on consumer behaviors and
industry trends.
• Evaluates the strengths and weaknesses of current digital
platforms and assesses opportunities to improve the
organization's digital platforms and processes.
• Conducts medium-term (6-12 months) competitor and
industry scans to identify barriers to and opportunities for the
organization's online channel promotions and initiatives.
• Analyzes the strengths and weaknesses of the
organization's current online channel promotions and
compares this information with competitors' promotions.
• Leads the implementation of new web development design
and content initiatives including: optimizing the web page
design, web page flow, and web page conversion.
• Designs complex campaigns in marketing automation
software.
• Defines marketing automation technology requirements, in
collaboration with the organization's information technology
leaders.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Able to identify patterns and predict data outcomes, and use
information to shape programs and affect all business units.
• Employs evidence-based decision-making and supports key
decisions with data.
• Evaluates existing technology and advocates for
investments in new technology to meet data requirements.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 3
• Serves as a subject-matter expert in professional accounting
standards, requirements, and procedures.
• Implements new or updated professional accounting
initiatives, such as new accounting or reporting
methodologies, within the organization.
• Assesses treatment of non-routine or complex finance and
accounting transactions.
• Oversees that the department conforms to accounting
standards, requirements, and procedures, and remediates
issues in a timely manner.
• Evaluates and updates the organization's finance policies.
• Serves as a subject-matter expert in the organization's
finance policies.
• Anticipates potential risks or issues related to the
organization's finance policies and develops a risk mitigation
plan to accompany these issues.
• Enforces compliance with organizational regulations,
policies, and procedures.
• Conducts medium-term (6-12 months) internal scans to
identify barriers and opportunities related to the organization's
current internal compliance policies and procedures.
• Ensures proper disclosure of the organization's financial
statements and serves as a subject-matter expert in the
reporting obligations of the organization.
• Analyzes organizational financial statements to assess the
impact of different processes that support general accounting
and identifies trends and areas of improvement.
• Integrates or improves the organization's month-end closing
activities.
• Supports the design of the organization's chart of accounts,
according to industry best practices and business fit.
• Oversees and approves reconciliation and adjustment to the
operational processes underlying financial transactions.
• Manages and ensures conformity, accuracy, and
completeness of the organization's processes that support
general accounting.
• Leverages advanced internal costing and performance
measurement techniques; modifies costing and performance
measurement techniques to ensure continued
appropriateness for the organization's business model.
• Collaborates with finance and accounting leaders to make
suggestions for optimizing the portfolio mix and supply chain,
while fulfilling the organization's value proposition.
• Anticipates profitability issues related to the organization's
product portfolio and supply chain by conducting
environmental scans in the medium term (6-12 months).
• Evaluates organizational performance using industry best-
practice frameworks, reviewing financial and non-financial
results, and identifies new initiatives related to improving the
organization's financial performance.
• Modifies the organization's performance measurement
model when necessary and makes exceptions to the model
for atypical situations.
• Supports the management accountant leader to identify
each department as a responsibility center and communicates
the corresponding performance measurements.
• Evaluates the organization's current management reporting
systems to identify areas of opportunity for efficiency and
integration.
• Analyzes competitors' financial information, identifying their
strengths and weaknesses, in comparison to the
organization's.
• Initiates benchmarking process improvement programs to
increase efficiency and accuracy.
• Conducts medium-term (6-12 month) internal scans to
identify barriers and opportunities related to the organization's
internal control systems.
• Assists in the development, maintenance, and updating of
fraud or error detection protocol.
• Monitors employees who work with financial information or
financial assets to ensure compliance with internal
regulations, policies, and procedures.
• Systematically assembles pertinent organizational
information for internal and external auditing processes.
• Assists in developing internal auditing procedures or
programs and addresses complex problems related to the
audit plan.
• Develops auditing communications regarding results and
next steps for use internally and externally.
• Communicates with external auditors regarding any basic
auditing queries.
• Evaluates the strengths and weaknesses of the
organization's receivable and payables processes, and
identifies new initiatives to increase efficiency and accuracy of
working capital management activities.
• Analyzes and identifies opportunities for cash investments.
• Identifies strengths and weaknesses with the organization's
current capital structure and creates reports to recommend
improvements.
• Recommends new treasury management initiatives or
disposal of older initiatives to enhance the financial stability of
the organization and eliminate gaps with current policies and
procedures.
• Identifies areas of opportunity or barriers for the
organization's financing initiatives and foreign exchange
management by conducting a medium-term (6-12 months)
environmental scan.
• Determines which businesses would be an appropriate
alignment with the organization, if applicable to the financial
strategy.
• Handles requests from businesses who want to merge or
acquire the organization; evaluates and negotiates the
proposition.
• Identifies and recommends new growth opportunities for the
organization.
• Applies a comprehensive knowledge of business, capital
project, and asset valuation techniques to address complex
valuations.
• Assists in the development of risk management policies for
the organization.
• Understands how changes in local and global markets will
affect organizational goals and strategies.
• Champions the organization's budgeting process and
regulations, and enforces employee participation and
adherence to budgeting policies and processes.
• Collaborates with finance and accounting leaders to set
financial goals in the medium term (6-12 months).
• Deals with complex budgeting issues.
• Evaluates budgeting initiatives to reduce the amount of
variation between actual and budgeted revenues or costs, and
develops action plans to implement initiatives.
• Forecasts financial resource requirements for each
department to assist in the upcoming budgeting processes
and develops projected financial statements for the
organization, related to the budgeted revenue and cost
targets.
• Supports departments to achieve financial goals and work
within the financial resources allocated to the department;
develops contingency plans or funds for departments "over
spending."
• Explains budgeting process to business partners to help
them with building and managing their budgets.
• Monitors adherence to organizational and required tax
policies and procedures.
• Leads resolution of external tax audits and disputes.
• Evaluates the strengths and weaknesses of the
organization's current taxation processes, and updates or
modifies tax initiatives based on changes in regulations.
• Suggests solutions for complex or atypical tax-related
issues, including tax queries in multiple geographic locations.
• Demonstrates advanced knowledge of taxation, by
continuously following federal and state laws.
• Supports new project implementation by providing advice on
tax implications of different business decisions.
• Calculates taxes payable for complex and non-routine
organizational transactions.
• Approves organization's tax returns including returns for
sales, income tax, and payroll taxes.
• Oversees tax accounting processes within the organization.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Able to identify patterns and predict data outcomes, and use
information to shape programs and affect all business units.
• Employs evidence-based decision making, and supports key
decisions with data.
• Evaluates existing technology and advocates for
investments in new technology to meet data requirements.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 3
• Demonstrates an advanced understanding of IT project
frameworks and project management concepts, techniques,
tools, and best practices.
• Possesses an advanced understanding of the project
lifecycle and is able to apply knowledge when leading a team
through a project.
• Demonstrates an advanced understanding of the project
reporting standards.
• Able to develop complex aspects of a project related to a
specific function.
• Mentors employees in developing project management
capabilities.
• Allocates project resources.
• Follows best project management practices, and models
effective project management behavior.
• Considers the short and long-term consequences of actions
being taken.
• Ensures that a relevant risk management and contingency
plan is in place for each project.
• Manages and monitors progress of several project teams
that expand upon business units.
• Identifies the relevant stakeholders within the organization
needed in the requirements gathering process.
• Able to execute requirements gathering processes used
within the organization.
• Possesses an advanced understanding of requirements
gathering techniques and uses multiple methods of
requirements gathering to collect information.
• Independently performs requirements gathering.
• Mentors in the area of requirements gathering.
• Demonstrates an advanced understanding of business roles,
processes, planning, and requirements in the organization.
• Demonstrates an advanced understanding of how
technologies assist in aligning business processes to achieve
business unit goals.
• Develops business cases that are used at the enterprise
level.
• Coaches employees in improving analysis skills.
• Demonstrates an advanced understanding of the
documentation procedures used in the organization and is
able to perform the documentation process without
referencing the procedures.
• Documents complex process changes, installations, and
updates, including security updates, application updates, and
patches at the business unit level.
• Tracks difficult system and network issues that occur in the
organization, including: what the issue was, how the issue
was resolved, who reported the issue, when it was reported,
who was responsible for fixing the issue, and on what day.
• Develops employee’s documentation abilities.
• Possesses an advanced working knowledge of
troubleshooting techniques and can independently perform
troubleshooting without the use of pre-written processes.
• Troubleshoots issues affecting multiple systems at the
business unit level.
• Anticipates potential user issues and determines what
changes need to be made to the relevant IT before there are
any concerns.
• Coaches employees in developing troubleshooting
knowledge.
• Possesses an advanced knowledge of relevant compliance
laws and standards external from the organization.
• Demonstrates an advanced understanding of IT policy
requirements and standards and enforces them in the
workplace.
• Independently performs job function with little to no
assistance from policy requirements.
• Enforces policy and compliance procedures.
• Coaches others in developing their policy and compliance
knowledge.
• Standardizes organizational processes, policies, and
regulations to reduce compliance-related issues.
• Possesses an advanced knowledge of relevant security
legislation and laws.
• Demonstrates an advanced understanding of IT security
principles, requirements, and standards, and enforces them in
the workplace.
• Performs risk assessments in the organization.
• Develops plans for testing high impact threats on security.
• Coaches others in developing their security testing skills.
• Assists in managing serious threats and intrusions in the
organization.
• Assists in disaster recovery planning.
• Demonstrates and applies an advanced knowledge of the
tools and methodologies used in modeling.
• Models at the business unit level.
• Coaches employees on improving modeling capabilities.
• Serves as modeling subject matter expert.
• Creates state chart diagrams for behavior views.
• Able to identify how individual objects interact with the user,
and all possible events that can transpire with that object.
• Demonstrates an advanced programming knowledge in the
programming languages used in job function.
• Codes systems at the enterprise level.
• Coaches employees on improving programming capabilities.
• Serves as programming subject matter expert.
• Codes with very few errors in the process, able to assist in
fixing others scripts.
• Creates reusable functions that can solve the overall
problem.
• Organizes code with no circular dependencies across files,
each with a unique purpose.
• Uses comments to explain unusual codes or assumptions.
• Demonstrates an advanced understanding of testing
methodologies and standards.
• Independently performs testing to debug system issues.
• Develops test cases used at the business unit level.
• Ensures results align with expectations in the design
document.
• Assists in integration testing.
• Coaches lower level employees on developing testing
abilities.
• Demonstrates an advanced understanding of the installation
procedures used in the organization.
• Possesses an advanced understanding of the installation
tools and uses them to install systems at the enterprise level.
• Demonstrates a strong working knowledge of integration
procedures and is able to integrate systems at the
departmental level.
• Assists employees in developing installation and integration
skills.
• Demonstrates a strong knowledge of the current and
potential vendors.
• Demonstrates an advanced understanding of vendor
products and offerings.
• Assists in vendor selection at the enterprise level.
• Mentors employees in developing vendor knowledge.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Able to identify patterns and predict data outcomes, and use
information to shape programs and affect all business units.
• Employs evidence-based decision-making and supports key
decisions with data.
• Evaluates existing technology and advocates for
investments in new technology to meet data requirements.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 3
• Recommends program metrics to identify success of various
initiatives within the program.
• Directs and oversees more complex program changes,
ensuring that the changes are adopted and understood by
stakeholders.
• Evaluates the HR program by examining strengths,
weaknesses, and areas of opportunity for the program in the
medium term (6-12 months).
• Oversees the administrative program tasks and ensures they
are completed on time, are accurate, and that current
information is being used.
• Monitors HR best practices and in connection with the
organization strategy makes recommendations to leaders.
• Understands the interconnectivity, or lack thereof, of
stakeholder needs and prioritizes the importance of each
stakeholder's needs.
• Conducts medium term (6-12 months) internal and external
scans to identify barriers to and opportunities for the
organization's HR initiatives.
• Identifies the gaps between current HR initiatives and the
needs of the business and stakeholders in the short (1-6
months) and medium terms (6-12 months).
• Recommends new initiatives to HR leaders to eliminate the
upcoming or immediate gaps between the organization's
current HR initiatives and stakeholder and business needs.
• Conducts root cause analysis on complex client problems
and provides integrated recommendations.
• Demonstrates knowledge of organizational risk and
opportunities within the competitive environment.
• Understands and recognizes personal conflict management
approach preferences (i.e. avoidance, competition,
compromise, accommodation, and collaboration) and adapts
own strategy to the given conflict or situation.
• Confronts others in a professional manner, as appropriate,
and approaches conflict situations as an opportunity to
strengthen interpersonal relationships.
• Balances assertiveness and cooperation in the management
of conflict to obtain “win-win” results.
• Creates program content to achieve desired learning at the
department or business unit level.
• Sees when the group is off track and redirects the
conversation toward the task at hand.
• Guides the discussion of complex or divisive issues to help
members develop insights and remain engaged with the task.
• Judges when issues cannot be resolved in the group and
refocuses the dialogue on the essential goals.
• Guides individuals to reach a predetermined outcome with
little or no contribution from the facilitator.
• Coaches leaders on change management and activities,
identifying best practices.
• Ensures others are supported in adapting to change.
• Listens and responds to feedback regarding change and
uncertainty.
• Anticipates and mitigates obstacles, risks, and business
disruptions caused by change initiatives.
• Plans, implements, and communicates change initiatives.
• Presents the business need for change in positive, but
realistic terms.
• Assesses change impacts and adjusts plans as necessary.
• Readily adapts to change and uncertainty.
• Assesses and addresses underlying internal and external
customer needs beyond those originally expressed.
• Identifies and implements best practices and solutions to
improve customer service.
• Designs processes with the customer experience top of
mind.
• Implements systems to record and analyze customer
feedback and the overall customer experience.
• Coaches employees on how to manage and build internal
and external customer relationships.
• Creates an environment where employees are empowered
to put customers first.
• Seeks feedback from multiple sources, on their own and
their team's performance.
• Identifies the team's knowledge and skills, as well as current
and future gaps based on organizational objectives.
• Coaches and mentors others in both technical and soft-skill
development.
• Promotes an environment where two-way feedback can be
delivered without fear of reprisal.
• Constructively challenges existing practices and is resilient in
the face of change.
• Facilitates the creation of development opportunities for
others.
• Seeks opportunities to share expertise and knowledge.
• Motivates others to own their own growth, identifying
opportunities to improve and develop.
• Consistently analyzes successes and failures to better learn
and develop.
• Develops the overarching goals, themes, and messages for
branding.
• Tells a story that communicates value to the end user.
• Analyzes the differences between public, internal employee,
and desired employer brand perceptions to identify ways to
increase consistency across the different perspectives.
• Identifies the gaps in the organization's EVP and
recommends solutions to enhance the EVP moving forward.
• Collaborates with marketing executives to design
campaigns, aligned with corporate brand positioning.
• Analyzes the strengths and weaknesses of the
organization's digital presence regarding employer brand.
• Manages relations with vendors that are supporting HR on
more demanding or organizationally comprehensive initiatives.
• Evaluates HR vendors, ensuring examination of the
strengths and weaknesses.
• Examines outsourcing options for different initiatives and
thoroughly analyzes the impacts this would have on
employees and the workplace environment.
• Increases technology usage by improving processes and
providing training and development opportunities for others.
• Acts as an advocate for HR technology on the HR team.
• Recognizes gaps in current technology resources and
identifies solutions.
• Takes a planful approach to influencing others by identifying
stakeholder interests, common goals, and potential barriers.
• Builds upon successes to gain acceptance for new ideas.
• Facilitates connections between members of their network
for the benefit of the organization or others.
• Demonstrates the ability to draw on trusting relationships to
garner support for ideas and action.
• Encourages a culture that allows space for influence to drive
action.
• Adept at appropriately leveraging influence to achieve
business unit outcomes.
• Establishes and maintains relationships with other members
across multiple divisions within the organization.
• Proactively develops relationships with peers, clients,
employees, and leaders of the organization.
• Acts as a network broker by identifying when to trigger a
connection between people rather than just passing on
information.
• Builds support through impact and influence.
• Values good ideas, regardless of the source.
• Identifies opportunities to increase efficiencies with external
stakeholders and better meet their needs.
• Enables an environment where others feel empowered to
step forward to take on a leadership role when appropriate.
• Has experience in and knowledge of business practices and
processes. Able to read and interpret financial documents.
• Communicates in organization-specific language and has a
good understanding of industry-specific terms.
• Able to identify business problems, suggest solutions, and
make decisions in uncertain situations.
• Transforms function-specific processes by analyzing and
improving in light of organizational goals and industry
changes.
• Measures the success of projects with relevant business and
financial metrics.
• Makes the case to leaders for projects and services using
relevant business and financial metrics.
• Identifies and leverages relevant data when making
decisions, providing recommendations, or analyzing
organizational issues.
• Instructs others on proper interpretation of metrics and data
visualizations, pattern recognition, and basic statistical
analysis.
• Creates a culture of data-driven decision making for human
capital decisions in their team.
• Participates in the creation of, and upholds, data governance
processes to ensure quality data.
• Connects with other functions in the organization to leverage
non-HR data that can be used to inform human capital
decision making.
• Uses effective storytelling to communicate results of data
analysis and influence strategic business decisions at the
department level.
• Inspires others to act in a manner that models the
organization's mission, vision, and values.
• Demonstrates knowledge of the organization's risk and
opportunities within the competitive environment.
• Improves the competitive value of the organization's core
products and services.
• Demonstrates knowledge of the organization's capacities
and constraints.
• Understands how different roles within the organization
contribute to attaining organizational goals and key
performance indicators.
• Internally influences development and enforcement of
policies and standards.
• Influences, supports, and communicates the strategic
direction of the organization.
• Ensures effective communication takes place at the
departmental level.
• Engages stakeholders using appropriate communication
methods to achieve desired outcomes.
• Creates opportunities and forums for discussion and idea
sharing.
• Demonstrates understanding of the feelings, motivations,
and perspectives of others, while adapting communications to
anticipated reactions.
• Coaches others on how to craft effective messages.
• Shares insights about their own strengths, weaknesses,
successes, and failures to show empathy and help others
relate.
• Discusses contentious issues without getting defensive and
maintains a professional tone.
• Actively promotes and celebrates individual differences.
• Enables an environment where people feel safe to speak
openly.
• Rallies employees to communicate their ideas and share
differing perspectives.
• Shares insights about their own strengths, weaknesses,
successes, and failures to show empathy and help others
relate.
• Recognizes and rewards inclusive behavior.
• Demonstrates accountability for ensuring work practices are
inclusive.
• Demonstrates broad knowledge of information sources that
can be used to assess problems and make decisions.
• Invests time in planning, discovery, and reflection to drive
better decisions.
• Effectively leverages hard data as inputs to making
decisions.
• Garners insight from abstract data and makes appropriate
decisions.
• Coaches others in effective decision-making practices.
• Delegates authority to solve problems and make decisions.
• Thinks several steps ahead in deciding best course of
action, anticipating likely outcomes, risks, or implications.
• Establishes metrics to aid in decision making, for self and
teams.
• Coaches a senior leader to solve issues pertaining to
employees, their business, or to develop skills or abilities in
the senior leader.
• Facilitates connections between members of their network
for the benefit of others.
• Develops strong relationships with business leaders and is
viewed by those as a credible source for coaching.
• Asks open-ended questions to guide a manager to reach a
conclusion on their own.
• Demonstrates an advanced understanding of project
frameworks and project management concepts, reporting
standards, techniques, tools, and best practices.
• Possesses an advanced understanding of the project
lifecycle and is able to apply knowledge when leading a team
through a project.
• Develops complex aspects of a project related to a specific
function and allocates project resources.
• Mentors employees in developing project management
capabilities.
• Considers the short and long-term consequences of actions
being taken.
• Ensures that a relevant risk management and contingency
plan is in place for each project.
• Applies relevant HR concepts at a department level.
• Develops others' knowledge in relevant HR areas.
 Level 4

• Oversees the development, implementation, and ongoing

evaluation of client-organization initiatives and referral
initiatives.
• Collaborates with the business to identify and act on
organizational opportunities and barriers to client referrals.
• Combines expert knowledge of sales techniques and
processes with business insight to serve as an authority on
sales procedures in the organization.

• Partners with business leaders to define the organization's

client satisfaction and client account management strategy.

• Partners with business leaders to improve the client data

collection process in terms of collecting relevant information,
maintaining client privacy, and ensuring uniformity and
accuracy in client data collection.
• Collaborates with the organization's sales leader to ensure
that CRM data is leveraged and utilized within the sales force
and sales programs.

• Commands and coordinates the client service approach

across all business channels.

• Oversees sales team development and growth in terms of

time management for activities to maximize the organization's
revenues.
• Monitors and evaluates client satisfaction metrics to ensure
ongoing program improvements.
• Defines the sales prospecting strategy and identifies ways to
increase the quality and dollar value amount of prospective
clients.

• Combines expert knowledge of sales techniques and

processes with business insight to serve as an authority on
client acquisition sales procedures in the organization.
• Anticipates long-term target market buying behaviors and
aligns this with business vision and strategy.

• Conducts long-term (12+ months) target market scans to

identify barriers and opportunities related to buying behavior.

• Sets, maintains, and upgrades the organization's client data

integrity and collection standards.
• Creates new strategies to overcome client objections and
partners with business leaders to develop a better client-
product alignment and decrease the number of client
objections.

• Combines expert knowledge of qualifying opportunities with

business insight to serve as an authority on lead conversion
within the organization.

• Develops target lead conversion rate goals in the medium

(6-12 months) and long term (12+ months).

• Anticipates barriers to and opportunities for increasing lead

conversion for the organization based on business strategy
and environmental scans.

• Consistently uses effective and complex negotiation

techniques to gain consensus with others when representing
the organization.
• Combines expert knowledge of increasing ADS and UPT to
serve as an authority in the organization on completing and
upgrading the client's account.

• Develops target ADS and UPT goals for the medium (6-12
months) and long term (12+ months).

• Oversees the development, implementation, and ongoing

evaluation of sales processes related to improving the ADS
and UPT metrics.
• Anticipates barriers and opportunities to improve ADS and
UPT based on business strategy, client analysis, and
environmental scans.
• Combines expert knowledge of client account-based growth
with business insight to serve as an authority on client
account-based growth within the organization.

• Uses expert knowledge of account-based growth to increase

top line sales growth.

• Partners with business leaders to create the organization's

client account-based growth strategy.

• Develops target client account-based growth goals in the

medium (6-12 months) and long term (12+ months).

• Oversees the development, implementation, and ongoing

evaluation of the client management and client account-based
growth programs.

• Consistently uses effective and complex negotiation

techniques to gain consensus with others when representing
the organization.
• Combines expert knowledge of client renewals with business
insight to serve as an authority on client account-based
renewal in the organization.

• Uses expert knowledge on renewal growth to increase top

line sales growth and formulate new prospective client contact
lists.

• Partners with business leaders to create the organization's

renewal growth strategy.

• Develops target renewal rate goals in the medium (6-12

months) and long term (12+ months).

• Oversees the development, implementation, and ongoing

evaluation of the client renewal program.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Gleans insight from metrics and uses this information to
effectively transform initiatives. Identifies trends and patterns,
predicts outcomes, and applies them in meaningful ways
throughout all business units.
• Uses metrics and data as key rationale behind business
decisions. Able to explain data insights in a compelling way.
• Acts as an advocate for data and technology in the wider
organization.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 4
• Serves as a subject matter expert on industry trends and
forecasting, in both the local and global markets.
• Anticipates barriers to and opportunities for the business, by
conducting a long-term (12+ months) forecast of the industry
and the trends within the industry, including product life cycle
and product substitutions.
• Partners with business leaders to decide which opportunities
in the industry will be pursued and to implement any
marketing changes, and oversees the continuous
development of chosen initiatives.
• Chooses the most appropriate consumer segmentation and
conducts long-term (12+ months) environmental scans to
identify barriers and opportunities related to current customer
segmentation.
• Conducts long-term (12+ months) environmental scans,
including competitor analysis, to identify barriers and
opportunities related to the organization's value proposition,
product, pricing, and promotions.
• Analyzes new and upcoming competitor marketing strategies
and develops an action plan to mediate the impact that new or
emerging competitors would have on the organization's
revenues and costs.
• Oversees the development, implementation and ongoing
evaluation of research initiatives, including upholding and
enhancing research best practices.
• Combines expert consumer and customer knowledge with
business insight to act as an authority on customer
information in the organization.
• Anticipates changes to the target market in the long-term
(12+ months), using industry trends, business strategy, and
competitor offerings.
• Models consumer trends and buying power in the long-term
(12+ months).
• Oversees the development, implementation and ongoing
evaluation of new initiatives created to increase customer and
product alignment and enhance customer value.
• Prioritizes new initiatives and sets a schedule for
implementation.
• Partners with business leaders to ensure that appropriate
volumes of product or human resources for services are
available to meet anticipated product or service demand.
• Oversees the development, implementation, and ongoing
evaluation of content generation initiatives.
• Mandates the content guidelines and processes, including
quality assurance standards.
• Partners with business leaders to develop the marketing
promotion and content dissemination strategy.
• Anticipates barriers to and opportunities for the
organization's current medium choices and usage frequency
for each medium, by conducting a long-term (12+ months)
forecast of the industry and the trends within the industry.
• Oversees profitability analysis and makes decisions for next
directions based on the effectiveness of marketing initiatives.
• Anticipates internal barriers to implementation and develops
contingency plans for these barriers, prior to any barriers
arising.
• Selects external agencies that the organization will work with
for marketing initiatives.
• Partners with organizational leaders to identify sourcing
strategies, specifically pertaining to decreasing marketing
costs.
• Ensures each project includes clear reporting metrics to
measure the success of launched initiatives and develops
action plans to further improve performance.
• Combines expert knowledge in research, reporting, and
analysis and managing data, with business insight, to serve
as an authority in marketing operations.
• Conducts long-term (12+ months) environmental scans to
identify barriers and opportunities related to the organization's
CRM system.
• Collaborates with the organization's sales leader to ensure
that CRM data is leveraged and used within the sales force
and sales programs and that the CRM program is
continuously improving to better meet the needs of both the
sales and marketing departments.
• Oversees the development, implementation, and ongoing
evaluation of the marketing data collection, maintenance, and
privacy policies.
• Sets the marketing initiatives or promotion timelines, scope,
and budgets.
• Combines expert knowledge of lead management and
demand generation initiatives to serve as an authority within
the program.
• Sets the goals, strategies, and design of the qualification and
nurturing promotions.
• Oversees the implementation, execution, and ongoing
improvement of the qualification and nurturing initiatives.
• Anticipates barriers to and opportunities for the demand
generation and lead management initiatives, based on
industry trends, business strategy, and competitor offerings.
• Initiates new programs to decrease the buying cycle and
increase the effectiveness of discounts.
• Extrapolates sales data to predict product or service sales,
after a discount begins.
• Oversees the development, implementation, and ongoing
evaluation of sales collateral items; continually improves the
content and design to make it easy for sales and customers to
use.
• Conducts long-term (12+ months) environmental scans to
determine future sales enablement promotional content.
• Combines expert knowledge of sales collateral and content
generation to support and accelerate the buying cycle.
• Decides which sales enablement initiatives should continue
and which should stop.
• Partners with business leaders to set the strategy for sales
channel use and focus, in terms of people and financial
resources.
• Manages the relationship with key stakeholders in the
distribution network.
• Anticipates changes to the distribution network, based on
industry and product trends and business strategy.
• Identifies, selects, and prioritizes initiatives to support sales
channels improvement and development.
• Partners with business leaders to set the goals and strategy
for the customer experience and engagement promotional
initiatives.
• Combines expert knowledge of initial onboarding and
ongoing customer promotional initiatives with business insight,
to serve as an authority in customer experience and
engagement.
• Leads organization-wide initiatives that will drive measurable
improvement in the overall customer experience.
• Conducts long-term (12+ months) environmental scans to
determine future customer experience and engagement
promotional content.
• Implements new customer experience and engagement
improvement initiatives and monitors new initiatives in terms
of costs and revenues.
• Decides which customer experience and engagement
initiatives should continue and which should stop.
• Sets the direction for the organization's customer loyalty
programs by continuously evaluating and improving upon the
programs or initiatives.
• Combines expert product knowledge with business insight to
serve as an authority on the product portfolio in the
organization.
• Partners with business leaders to create the organization's
product development strategy with new and existing products,
ensuring alignment with the target market.
• Partners with organizational leaders to select new product
details such as the design, pricing, promotion, and channel to
enhance organizational sales, while increasing product and
brand awareness.
• Oversees the implementation and adherence to the
product's or service's packaging theme and strategy.
• Develops product positioning strategy and oversees that
product development is consistent with the positioning,
anticipating barriers to and opportunities for different product
positionings.
• Evaluates opportunities to expand or dispose of certain
product lines or brands or product locations.
• Conducts long-term (12+ months) analyses on product
placement.
• Combines expert knowledge of media relations and
communication, internally and externally, with business insight
to serve as an authority on internal and external
communications within the organization.
• Partners with business leaders to develop the organization's
internal and external communication strategy.
• Initiates and outlines presentations and press releases for
the organization for the long-term (12+ months).
• Analyzes alternatives to enhance the organization's image.
• Oversees the development, implementation, and ongoing
evaluation of the sponsorship, partnership, and media
programs or initiatives.
• Proactively identifies and seeks contact with new advertising
agencies to gain different perspectives on production
capabilities and costs, as well as to be prepared for required
sudden changes in advertising agencies.
• Manages relations with key stakeholders, such as the media,
public, and sponsors, and fosters new relations with other
influential organizations, individuals, or groups.
• Oversees the continuous improvement of advertising
campaigns.
• Sets the advertising strategy for the organization, including
placement and timing of advertisements, using industry and
consumer information.
• Initiates and outlines promotional events for the organization
in the long-term (12+ months).
• Oversees the vendor management processes, identifying
new potential vendors and venues for upcoming events.
• Researches and selects which third party events to attend in
the medium- (6- 12 months) and long-term (12+ months) and
applies to attend the events.
• Develops relationships with key industry players to enhance
event management skills and network.
• Builds and executes the event strategy, ensuring alignment
with the organizational strategy.
• Designs, employs, and continuously evaluates
organizational branding plans and brand positioning initiatives
to strengthen the brand reputation in local and global
marketplaces.
• Combines expert knowledge of brand development and
equity with business insight to serve as an authority on the
organization's brand.
• Develops and implements initiatives to eliminate any
misalignment between public and organizational brand
perceptions.
• Partners with business leaders to set the brand development
strategy, including which brands will be developed, when, and
how.
• Spearheads new initiatives to increase brand awareness and
equity.
• Examines merit in changing or adapting the organization's
products or services brand to increase consumer recognition
and brand equity.
• Oversees the development, implementation, and ongoing
evaluation of the organization's branded items, with the goal
of decreasing costs, while achieving quality.
• Partners with business leaders to set the organization's
value proposition and ensures that it is internally consistent.
• Conducts long-term (12+ month) competitor scans to identify
barriers to and opportunities for the organization's value
proposition.
• Oversees the development, implementation, and ongoing
evaluation of brand loyalty initiatives.
• Acts as a subject matter expert on online channel
management promotional initiatives.
• Oversees and supports the social media monitoring platform
activities and sets the social media strategy for the
organization.
• Evaluates opportunities to increase or decrease the number
of social media sites used and the number of promotions
provided via social media sites.
• Collaborates with information technology leaders to ensure
all web content is rigidly tested and compatible on all major
mobile and desktop browsers.
• Combines an advanced knowledge in marketing techniques
and marketing automation technology integration, with
business insight, to assess business cases for marketing
automation technology.
• Partners with business leaders to set the direction of the
organization's digital platforms and processes.
• Conducts long-term (12+ months) competitor and industry
scans to identify barriers to and opportunities for the
organization's online channel promotions and initiatives.
• Assesses alternatives to improve the organization's SEM
initiatives.
• Partners with business leaders to develop the web design
and content strategy.
• Optimizes marketing automation campaigns or programs to
meet business goals.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Gleans insight from metrics and uses this information to
effectively transform initiatives. Identifies trends, patterns, and
predicts outcomes, and applies them in meaningful ways
throughout all business units.
• Uses metrics and data as key rationale behind business
decisions. Able to explain data insights in a compelling way.
• Acts as an advocate for data and technology in the wider
organization.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 4
• Combines expert knowledge of professional accounting
standards with business insight to serve as an authority on
professional accounting standards, requirements, and
procedures in the organization.
• Ensures that the appropriate accounting and reporting
methods are being used given the situation.
• Anticipates issues related to using a particular accounting or
reporting method in a given situation and determines the
appropriate approach to mitigate the issue from occurring.
• Ensures organization-wide conformity to professional
accounting standards, requirements, and procedures related
to the business, and designs programs to deal with
employees who are not compiling.
• Combines expert knowledge of finance policies with
business insight to serve as an authority on the organization's
financial policies.
• Designs the organization's financial policies, such as travel
or expense policies, and adapts the policies to changing
macroeconomic factors.
• Conducts long-term (12+ month) internal scans to identify
barriers and opportunities related to the organization's current
internal compliance policies and procedures.
• Ensures that the organization accurately discloses all
relevant risks in the financial reports for internal or external
stakeholders.
• Ensures that appropriate accounting policies for financial
reporting are used.
• Conducts the final review on financial statements and
testifies to their completeness and accuracy.
• Designs the organization's chart of accounts according to
industry best practices and business fit.
• Creates, employs, and continuously evaluates new
reconciliation and general accounting initiatives to improve the
efficiency and accuracy of the information, based on analyses
of internal financial statements.
• Oversees adherence to the organization's processes
supporting general accounting.
• Combines expert knowledge of cost, revenue, and
profitability management with business insight to serve as an
authority on management accounting within the organization.
• Implements new initiatives to reduce costs within the
organization, ensuring maintenance or enhancement of
product or service value.
• Develops, evaluates, and modifies cost management
procedures within the organization.
• Collaborates with marketing, sales, and finance and
accounting leaders to recommend an optimal product portfolio
mix and supply chain to maximize on revenues, while fulfilling
the organization's value proposition.
• Partners with business leaders to develop and adapt pricing
strategies that will optimize revenue.
• Anticipates profitability issues in the long term (12+ months)
related to the organization's product portfolio and supply chain
by conducting environmental scans.
• Defines the organization's performance measurement
model, balancing the different needs of the organization.
• Employs, evaluates, and modifies the organization's
management accounting systems, policies, and guidelines.
• Defines how different departments, and the organization as
a whole, will have their performance measured; clearly
communicates performance measurement expectations to
internal and external parties, as required.
• Generates, maintains, and evaluates management reporting
processes in the organization, leveraging industry best
practices.
• Implements new financial initiatives, leveraging
benchmarking data collected internally and externally.
• Serves as the subject-matter expert on internal control
systems within the organization and ensures that the
organization meets or exceeds operational, financial, and
internal control compliance objectives.
• Partners with business leaders to set the policies and
procedures for internal control, with the goal of achieving
policy alignment with organizational objectives.
• Designs, implements, and oversees the ongoing evaluation
of the organization's internal control systems.
• Sets, maintains, and updates fraud or error detection
frameworks and protocol.
• Devises the organization's internal auditing plan in terms of
human resource allocation, time, and tools required.
• Performs or directs the internal audit work, as indicated in
the audit work plan.
• Creates and maintains strong relations with the external
auditing organization.
• Interprets internal and external audit reports, drawing
implications and next steps for the organization based on the
data.
• Partners with business leaders to set the working capital
strategy and cash management policies.
• Determines the capital structure that is appropriate for the
organization given the upcoming strategic objectives and
industry norms.
• Leads the development, implementation, and ongoing
evaluation of corporate treasury policies and procedures for
the organization.
• Devises and monitors the investment portfolio strategy and
oversees that the strategy is communicated organization-
wide.
• Analyzes and reports on the organization's investment
portfolio.
• Manages relations with key external stakeholders related to
the organization's financing initiatives.
• Conducts a long-term (12+ months) environmental scan to
identify areas of opportunity or barriers for the organization's
financing initiatives and foreign exchange management, and
sets the strategy for this accordingly.
• Serves as the finance lead on all merger and acquisition
initiatives, including when the organization is a bidder or the
target; defines merger and acquisition policies and
procedures.
• Serves as the subject-matter expert in business, capital
project, and asset valuation appropriateness and
effectiveness, and makes decisions to enhance the
organization's value in accordance with the organization's
overarching strategy.
• Leverages financial instruments to mitigate organizational
risks and oversees risk management policy development.
• Collaborates with finance leaders to develop risk
management policies for the organization.
• Designs and oversees the organization's budgeting process,
specifically regarding the length of the process and who is
involved.
• Combines expert budget planning and development
knowledge with business insight to serve as an authority on
financial planning in the organization.
• Employs and continuously evaluates initiatives to decrease
budgeting inconsistencies.
• Partners with business leaders to create the long-term (12+
months) goals for financial performance, including key
performance indicators (KPIs), numbers, and financial ranking
in comparison to competitors, and ensuring that the budget
reflects these goals.
• Allocates financial resources to drive business growth and
meet strategic goals.
• Oversees the development of the organization's projected
financial statements, related to the budgeted revenue and
cost targets.
• Enforces tax compliance organization-wide.
• Oversees major external tax audits and disputes or approves
the end result.
• Devises protocol for dealing with external tax audits and
disputes.
• Partners with business leaders to drive the tax strategy,
ensuring alignment with other strategic initiatives and required
tax law.
• Employs tax policies and guidelines for the organization's
use.
• Combines expert tax planning, policies, and systems
knowledge with business insight to serve as an authority on
taxation in the organization.
• Examines changes to required tax regulations and ensures
that the organization is complying to the standards.
• Strives to develop tax practices in the organization that could
become industry-standard best practices.
• Anticipates organizational tax issues by conducting long-
term (12+ months) environmental scans.
• Evaluates the tax consequences of major organizational
changes, such as restructuring or other complex or atypical
corporate transactions.
• Communicates the tax strategy to key stakeholders, internal
or external to the organization when appropriate.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Gleans insight from metrics and uses this information to
effectively transform initiatives. Identifies trends and patterns,
predicts outcomes, and applies them in meaningful ways
throughout all business units.
• Uses metrics and data as key rationale behind business
decisions. Able to explain data insights in a compelling way.
• Acts as an advocate for data and technology in the wider
organization.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 4
• Demonstrates an expert understanding of IT project
frameworks and project management concepts, techniques,
tools, and best practices.
• Develops, evaluates, and continuously improves upon
organization’s project reporting standards.
• Manages high level strategic projects that affect the entire
organization.
• Mentors employees in developing project management
capabilities.
• Ensures that a relevant risk management and contingency
plan is in place for each project.
• Able to identify all relevant stakeholders both internal and
external needed in the requirements gathering process.
• Combines expert knowledge on requirements gathering with
business insight to serve as an authority on requirements
gathering in the organization.
• Develops scripts and other helpful material for other
employees to use in the requirements gathering process.
• Mentors in the area of requirements gathering.
• Combines expert knowledge on business analysis with
business insight to serve as an authority on business analysis
in the organization.
• Demonstrates an expert understanding of how technologies
can align business processes to achieve enterprise goals.
• Develops complex business cases using internal and
external analysis that are used at the enterprise level.
• Coaches employees in improving analysis skills.
• Demonstrates an expert understanding of the documentation
procedures and develops the documentation procedures used
in the organization.
• Develops metrics for issue tracking, including the range of
acceptable issues in the organization.
• Documents complex process changes, installations, and
updates, including security updates, application updates, and
patches at the enterprise level.
• Tracks complex system and network issues that occur in the
organization, including: what the issue was, how the issue
was resolved, who reported the issue, when it was reported,
who was responsible for fixing the issue, and on what day.
• Develops employee’s documentation abilities.
• Possesses an expert working knowledge of troubleshooting
and develops the troubleshooting processes used in the
organization.
• Troubleshoots issues affecting systems at the enterprise
level.
• Anticipates potential organizational issues and determines
what changes need to be made to the relevant IT before any
issues arise.
• Coaches employees in developing troubleshooting
knowledge.
• Combines expert knowledge of external compliance laws
and standards and internal policy with business insight to
serve as an authority on policy and compliance in the
organization.
• Develops the policies and compliance requirements that
govern the organization.
• Coaches others in developing their policy and compliance
knowledge.
• Combines expert security and data protection knowledge
with business insights to serve as an authority on security in
the organization.
• Determines and manages serious threats and intrusions in
the organization.
• Develops disaster recovery plans.
• Coaches others in developing their security testing skills.
• Combines expert knowledge on modeling tools and
methodologies with business insight to serve as an authority
on modeling in the organization.
• Models at the enterprise level.
• Develops, evaluates, and continuously improves upon
organization’s modeling tools and methodologies.
• Creates sequence diagrams and communication diagrams.
• Able to identify the flow of information through objects filed in
IT.
• Coaches employees on improving modeling capabilities.
• Demonstrates an expert programming knowledge in the
programming languages used in job function.
• Serves as an authority in determining programming
languages to use in the organization.
• Codes complex systems at the enterprise level.
• Codes with little to no errors in the process, able to assist in
fixing others' scripts.
• Comes up with object-oriented code using data structures
and algorithms that are able to adapt to changes.
• Organizes code across files in logical hierarchy with
summaries and comments included, providing insight into the
system.
• Verifies assumptions using asserts with no deep nesting of
methods.
• Writes reusable code.
• Coaches employees on improving programming capabilities.
• Demonstrates an expert understanding of testing
methodologies and standards.
• Performs integration testing.
• Develops test cases used at the enterprise level.
• Develops standards for testing procedures.
• Develops testing methods, standards, and best practices
used in the organization.
• Coaches employees on developing testing abilities.
• Demonstrates an expert understanding of the installation
procedures used in the organization and develops the
procedures that are used.
• Possesses an advanced understanding of the installation
tools and uses them to install complex systems at the
enterprise level.
• Demonstrates an expert working knowledge of how systems
integrate and is able to integrate at the enterprise level.
• Assists employees in developing installation and integration
skills.
• Demonstrates an expert knowledge of current and potential
vendors.
• Demonstrates an expert understanding of their products and
offerings.
• Selects vendors for systems used at the enterprise level.
• Manages relationships with vendors.
• Mentors employees in developing vendor knowledge.
• Demonstrates an advanced understanding of metrics.
• Selects relevant and insightful metrics.
• Gleans insight from metrics and uses this information to
effectively transform initiatives. Identifies trends, patterns, and
predicts outcomes, and applies them in meaningful ways
throughout all business units.
• Uses metrics and data as key rationale behind business
decisions. Able to explain data insights in a compelling way.
• Acts as an advocate for data and technology in the wider
organization.
• Incorporates data and insights from multiple sources to tell a
meaningful story and share actionable recommendations.

Level 4
• Combines expert knowledge of the HR program with
business insight to serve as an authority on program planning
and development in the organization.
• Partners with business leaders to set the direction for
program development.
• Sets the program's performance metrics and goals and
demonstrates how the chosen initiatives will help achieve or
exceed the metric goals.
• Monitors and evaluates program performance metrics to
ensure ongoing program improvements.
• Maintains and updates the program's administrative
standards, in terms of types of tasks and the accuracy,
currency, and timeliness of the task.
• Adapts, implements, and continuously evaluates current HR
initiatives or processes to better align with HR, business, and
stakeholder needs or goals.
• Conducts long term (12+ months) internal and external
analysis to identify barriers to and opportunities for the
organization's HR initiatives.
• Prioritizes and selects new HR initiatives or processes to
support the continuous development of the organization and
to support stakeholder needs.
• Identifies the gaps between current HR initiatives and the
needs of the business and stakeholders in the long term (12+
months).
• Partners with business leaders to set the direction for HR
initiatives.
• Demonstrates expert insight into the organization's risks and
opportunities within the competitive environment.
• Mediates complex problems or issues with significant
consequences, either within or between teams.
• Brings individuals or groups together and addresses
significant conflict.
• Uses knowledge of team dynamics and leverages them to
create behavioral and organizational change.
• Designs and delivers interactive training programs for the
organization.
• Demonstrates ability to lead a group of executives through a
meeting or training to achieve desired outcome.
• Instructs others on best practice facilitation techniques.
• Facilitates discussions to work together, consider solutions,
and arrive at consensus.
• Facilitates interventions with executives for high-impact
issues.
• Guides individuals to reach a predetermined outcome with
little or no contribution from the facilitator.
• Cultivates and embodies a culture that views uncertainty as
an opportunity and supports change and innovation.
• Collaborates across the organization on change initiatives.
• Develops and manages change management strategies for
major organizational change.
• Leads and champions change in the organization. Acts as a
role model.
• Anticipates and mitigates obstacles, risks, and business
disruptions caused by change initiatives.
• Personally communicates a clear vision and strategy for the
change and its impact.
• Continuously seeks to advance knowledge and best
practices in change management.
• Readily adapts to change and uncertainty.
• Anticipates future internal and external customer needs and
incorporates them into goal setting, products, and services.
• Identifies new opportunities for developing new internal and
external customer bases.
• Prioritizes and continuously communicates the importance of
exceptional customer service.
• Forms strategic relationships with other organizations in
order to improve the customer experience.
• Fosters a service orientation in the organization's
management team.
• Designs processes with the customer experience top of
mind.
• Drives analysis of the workforce knowledge and skills
required to effectively deliver on the organization's strategy.
• Creates and promotes a coaching culture.
• Makes development and continuous learning a priority by
providing resources and support.
• Establishes an environment that enables and celebrates
learning from both successes and failures.
• Sets the standards for leadership development.
• Serves as a role model by actively engaging in lifelong
learning and seeking feedback.
• Uses experience to fuel growth and identify past tactics that
no longer fit the context.
• Ensures that the intended EVP is clearly communicated to
the organization at large.
• Leverages the EVP to create a stronger employer brand.
• Partners with business leaders to set the goals and strategy
for employee experience and engagement initiatives.
• Combines expert knowledge with business insight to serve
as an authority in employee experience.
• Directs company-wide initiatives that will drive measurable
improvement in the overall employee experience.
• Conducts competitor and industry scans to identify risks and
opportunities for the organization's online employer brand.
• Defines vendor management processes, protocols, and
guidelines for when something does not go according to plan.
• Anticipates issues with HR vendors and develops a
contingency plan for possible issues.
• Selects HR vendors that best align with the HR and business
goals and strategic initiatives.
• Acts as an advocate for HR technology in the organization.
• Eliminates systemic barriers that may reduce technology
adoption.
• Continually support the evolution of technology usage,
where appropriate.
• Designs strategies that position and promote ideas and
concepts to stakeholders.
• Uses third-party alliances and experts to persuade
stakeholders.
• Demonstrates the ability to draw on trusting relationships to
garner support for ideas and action, within and outside the
organization.
• Creates an environment where individuals trust the leader
and the leader trusts those they’re leading.
• Creates a culture that allows space for influence to drive
action.
• Builds and maintains strategic alliances with all business
units in the organization and works together to achieve
business goals.
• Fosters a culture that supports intra-departmental
relationships throughout the organization to break down silos
and barriers.
• Develops professional connections with associates or
customers, and effectively and appropriately uses the
relationships to expand business network or achieve work-
related goals.
• Uses deep understanding of their network to establish and
activate connections between people in order to create value
and make the organization stronger.
• Has experience in and thorough knowledge of business
practices and processes, and is capable of communicating
insight from predictive analytics. Able to read and interpret
financial documents.
• Communicates in industry-specific terms and broadly about
the business units/areas of the organization.
• Able to identify broad business problems within the context
of industry-wide knowledge and trends and suggest effective
solutions.
• Proactively uses environmental scanning to predict how the
business needs to change in the long term to stay ahead of
the curve.
• Evaluates the business value and success of projects and
services using relevant financial metrics.
• Identifies and leverages relevant data when making
decisions, providing recommendations, or analyzing
organizational issues.
• Creates a culture of data-driven decision making for human
capital decisions in the organization.
• Connects with other functions in the organization to leverage
non-HR data that can be used to inform human capital
decision making.
• Creates and oversees data governance processes to ensure
proper data quality.
• Uses effective storytelling to communicate results of analysis
and influence strategic business decisions at the
organizational level.
• Actively engages in setting the organization's mission, vision,
and values.
• Demonstrates expert insight into the organization's risks and
opportunities within the competitive environment.
• Establishes the competitive value of all of the organization's
products and services, and sets new directions for product
and service development.
• Politically aware and can identify key players internally and
externally.
• Internally sets policies and standards. Externally influences
policies and regulations that govern the industry.
• Looks beyond stated organizational goals to develop people
practices that support both the people and the goals.
• Adapts the organization's goals, core functions, and values
with industry changes to ensure the organization's offering is
consistent with target market needs.
• Sets and exemplifies standards for respectful and effective
communications in the organization.
• Comfortably delivers strategic messages supporting their
function and the organization at the enterprise level.
• Communicates with senior level executives on complex
organizational issues.
• Promotes inter-departmental communication and
transparency.
• Achieves buy-in and consensus from people who share
widely different views.
• Shares complex messages in clear, understandable
language.
• Accurately interprets how they are perceived by others.
• Rallies employees to communicate ideas and share differing
perspectives to drive innovation.
• Demonstrates self-awareness of biases and preferences for
how to get things done.
• Uses an inclusive approach in setting strategic direction and
making decisions.
• Recognizes and rewards inclusive behavior throughout the
organization.
• Influences others to promote and embrace diversity and
inclusion.
• Helps the organization to understand the business case for
diversity and inclusion.
• Creates accountability for diversity and inclusion progress in
the organization.
• Prioritizes objective and ambiguous information, and
analyzes this when making decisions.
• Solicits a diverse range of opinions and perspectives as
inputs to decision making.
• Applies frameworks to decision making, particularly in
situations that have little base in prior experience.
• Makes effective decisions about organizational priorities.
• Holds others accountable for their decisions and
consequences.
• Creates a culture of empowerment and trust to facilitate
effective problem solving and decision making.
• Makes sound decisions that have organization-wide
consequences and that influence future direction.
• Champions the coaching of others in the organization.
• Consistently asks appropriate questions to identify
individuals' strengths and weaknesses in terms of skills and
abilities, and devises a coaching strategy to support their
growth.
• Creates coaching processes for more standard coaching
requests that can be utilized by employees or managers
across the entire organization.
• Demonstrates an expert understanding of project
frameworks and project management concepts, techniques,
tools, and best practices.
• Develops, evaluates, and continuously improves upon the
organization’s project reporting standards.
• Manages high-level strategic projects that impact the entire
organization.
• Manages and monitors progress of multiple project teams
that expand upon business units.
• Applies relevant HR concepts at the organizational level.
• Incorporates knowledge of relevant HR areas into strategic
development, conversations, and partnerships with other
organizational leaders.
• Develops others' knowledge in relevant HR areas.
Create Custom Competencies

If there are additional competencies required beyond those provided by McLean & Company in the previous tabs you can d
1 through Level 4. Each level builds off the levels below it. For example, a person demonstrating Level 2 proficiency is expe

If you would like to include McLean & Company's functional competencies here, refer to tab 3 for a list of functiona

Competencies added here will automatically populate on the next tab; you can edit the text in all cells, but do not add addi

Competency Definition

Include the description of the new competency

Custom Competency 1 - Core
here.

Include the description of the new competency

Custom Competency 2 - Leadership
here.
 Include the description of the new competency
Custom Competency 3 - Functional
here.

Include the description of the new competency

Custom Competency 4
here.

Include the description of the new competency

Custom Competency 5
here.
 Include the description of the new competency
Custom Competency 6
here.

Include the description of the new competency

Custom Competency 7
here.

Include the description of the new competency

Custom Competency 8
here.
 Include the description of the new competency
Custom Competency 9
here.

Include the description of the new competency

Custom Competency 10
here.

Include the description of the new competency

Custom Competency 11
here.
ompany in the previous tabs you can document them with up to four proficiency levels in this tab. When developing new competencies, ensu
monstrating Level 2 proficiency is expected to demonstrate Level 1 proficiency. Next to the name of the new competency, indicate whether i

, refer to tab 3 for a list of functional competencies in HR, Finance, IT, Sales, and Marketing and copy them here.

e text in all cells, but do not add additional rows or columns.

Level 1

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.
Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.
Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.
Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.

Include the description of the Level 1 proficiency for the new competency here.
b. When developing new competencies, ensure that each competency is defined by behaviors from Level
e of the new competency, indicate whether it is a core, leadership, or functional competency.

ng and copy them here.

Level 2

Include the description of the Level 2 proficiency for the new competency here.

Include the description of the Level 2 proficiency for the new competency here.
Include the description of the Level 2 proficiency for the new competency here.

Include the description of the Level 2 proficiency for the new competency here.

Include the description of the Level 2 proficiency for the new competency here.
Include the description of the Level 2 proficiency for the new competency here.

Include the description of the Level 2 proficiency for the new competency here.

Include the description of the Level 2 proficiency for the new competency here.
Include the description of the Level 2 proficiency for the new competency here.

Include the description of the Level 2 proficiency for the new competency here.

Include the description of the Level 2 proficiency for the new competency here.
 Level 3

Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.
Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.
Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.
Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.

Include the description of the Level 3 proficiency for the new competency here.
 Level 4

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.
Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.
Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.
Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.

Include the description of the Level 4 proficiency for the new competency here.
Competency Selection

McLean & Company has over 70 competencies that suit most organizations. Use this library to build a customized com

To use this tool:

2. Select the leadership competencies that apply to the employee/role.

3. If you have edited the definition of any of McLean & Company's core or leadership competencies, edit the comment for e

4. Select any custom competencies you've created for your organization.

Competency Selector

✘
Competency Selection

McLean & Company has over 70 competencies that suit most organizations. Use this library to build a customized competency frame

To use this tool:

2. Select the leadership competencies that apply to the employee/role.

3. If you have edited the definition of any of McLean & Company's core or leadership competencies, edit the comment for each competenc

4. Select any custom competencies you've created for your organization.

Competency Selector

Select Core Competencies

Strategic Execution & Direction
Customer Focused
Planful
Relationship Building
Collaborative
Decision-Making
Innovating and Problem Solving

Leading Through Change

Negotiation
Communicative
Learning Focused
Influencing
Agile Methodology
Digitally Aware
Emotionally Intelligent
Design Thinking
Resilience
Inclusion

Select Leadership Competencies

✘ Managing Risk
✘ Building Trust
Curating the Employee Experience
Data Literate
Accountable
Distributing Leadership
Activating Networks
Resource Planning
Navigating Challenging Conversations
Managing Talent
Business Acumen & Financial Literacy
Coaching
Learning Focused
Influencing
Decision-Making
Innovating and Problem Solving

Relationship Building
Leading Through Change
Strategic Execution & Direction

Select Custom Competencies

Custom Competency 1 - Core
Custom Competency 2 - Leadership
Custom Competency 3 - Functional
Custom Competency 4
Custom Competency 5
Custom Competency 6
Custom Competency 7
Custom Competency 8
Custom Competency 9
Custom Competency 10
Custom Competency 11
ized competency framework for individuals within your organization. McLean & Company recommends no more than 12-15 competencies i

1. Check the core competencie

ent for each competency that contains the definition.

Competency Definition

Identifies what is needed to achieve

strategic or organizational objectives.
Seeks out and incorporates multiple
perspectives & experiences and
industry trends to develop a holistic
Managing Risk
perspective. Negotiates to achieve
individual goals, while thinking of the
larger organization implications.
Operationalizes ideas within the
business model.
 Openly, transparently, and clearly
shares information and the "why"
behind decisions. Asks for and values
Building Trust the opinions of others. Displays
empathy when listening.
Acknowledges when trust has been
broken and focuses on rebuilding.
on. McLean & Company recommends no more than 12-15 competencies in the competency framework.

1. Check the core competencies that apply to your organization. These competencies apply to a

Level 1

• Adapts behaviors to align with organization's vision, values and strategic goals
• Actively contributes to the development of strategic goals of the team.
• Aligns individual development goals with the short- and medium-term goals of the
team.
• Purposefully reflects and plans before jumping into action.
• Recognizes when they do not know all the information and seeks out other
perspectives before making decisions.
• Openly shares opinions and thoughts during decision making and encourages others
to do the same.
• Holds themself accountable to their own success and supports the success of others.
• Actively solicits feedback from others and is open to alternative perspectives.
• Owns mistakes and uses them as learning opportunities.
• Displays empathy when interacting with peers.
ncy framework.

your organization. These competencies apply to all employees and roles across the organization.

Level 2

• Uses the strategic plan as an ongoing point of reference and governance tool.
• Proactively implements and communicates team-level goals required to achieve long-
term strategies
• Aligns and communicates team-level decisions with organization's vision, mission, and
values.
• Seeks out, encourages, and incorporates a diverse set of internal and external
perspectives when making decisions.
• Seeks to reflect on, gather, and plan using pertinent information from others before
jumping into action.
• Encourages employee involvement in decision making.
• Shares the rationale behind departmental priorities, requests, and potential changes in
a thoughtful and transparent way.
• Demonstrates investment in the success of others by providing the support,
resources, and information required to succeed.
• Encourages others to share thoughts, regardless of agreement, actively listens to their
feedback and questions.
• Supports others through moments of vulnerability about mistakes and addresses
failures as opportunities to learn.
• Admits to own mistakes and takes responsibility for them.
• Recognizes that trust has a different meaning for everyone and demonstrates
empathy to understand other's perspectives
anization.

Level 3

• Collaborates with organizational leaders to establish and communicate long-term

strategy and departmental goals.

• Anticipates and mitigates obstacles and business disruptions that might prevent the
achievement of departmental goals.

• Analyzes departmental strengths and weaknesses

• Develops, communicates, and executes action plans to achieve departmental goals.

• Accounts for the business model and resourcing constraints when executing
initiatives.

• Presents strong business cases for initiatives and resource allocation.

• Monitors the alignment between the organization's vision, mission, and values and
workplace decisions.
• Encourages others to incorporate a diverse set of internal and external perspectives
when making decisions.
• Collects employee input to inform department-level decisions and provides
explanation if employee suggestions are not acted on.
• Coaches leaders to share the rationale behind departmental priorities, requests, and
potential changes.
• Establishes clear expectations of what success looks like throughout the department,
and provides the necessary support.
• Develops channels for others to proactively surface disagreement and recognizes
their courage to speak up.
• Demonstrates being vulnerable and open about mistakes and helps others reflect on
failure to encourage learning and growth.
• Coaches direct reports to adopt a mindset of accountability.
 Level 4

• Collaborates with organizational leaders to establish the organization's vision, mission,

and values.
• Thinks in a holistic, realistic, and futuristic manner, anticipating issues and devising
solutions

• Establishes the organization’s long-term strategy, and creates aligned goals, ensuring
gaps are addressed
• Empowers leaders to identify obstacles and provides support in securing the
necessary talent or resources.
• Owns strategic goals and plans the competitive value of the organizational products
and services, and sets new direction for business development.

• Fosters an environment that seeks and incorporates a diverse set of internal and
external perspectives into decision-making processes.
• Gathers employee input to inform organization-level decisions and provides
explanation if employee suggestions are not acted on.
• Shares the rationale behind organizational priorities, requests, and potential changes
in a thoughtful and transparent way.
• Acts as a role model for respectfully challenging assumptions and creates an
environment where candor and productive resistance is valued.
• Fosters an environment where failure is viewed as a learning opportunity and taking
calculated risks is encouraged.
• Takes responsibility for organizational outcomes, both positive and negative.
Select Proficiency Level

Use this tab to select the proficiency level for each competency that best aligns with the desired behaviors the employee/rol

Competency Definition

Identifies what is needed to achieve

strategic or organizational objectives.
Seeks out and incorporates multiple
perspectives & experiences and
industry trends to develop a holistic
Managing Risk
perspective. Negotiates to achieve
individual goals, while thinking of the
larger organization implications.
Operationalizes ideas within the
business model.
 Openly, transparently, and clearly
shares information and the "why"
behind decisions. Asks for and values
Building Trust the opinions of others. Displays
empathy when listening.
Acknowledges when trust has been
broken and focuses on rebuilding.
hat best aligns with the desired behaviors the employee/role should exhibit. The boxes directly above each competency correspond with th

Level 1

• Adapts behaviors to align with organization's vision, values

and strategic goals
• Actively contributes to the development of strategic goals of
the team.
• Aligns individual development goals with the short- and
medium-term goals of the team.
• Purposefully reflects and plans before jumping into action.
• Recognizes when they do not know all the information and
seeks out other perspectives before making decisions.
• Openly shares opinions and thoughts during decision making
and encourages others to do the same.
• Holds themself accountable to their own success and
supports the success of others.
• Actively solicits feedback from others and is open to
alternative perspectives.
• Owns mistakes and uses them as learning opportunities.
• Displays empathy when interacting with peers.
ould exhibit. The boxes directly above each competency correspond with the competency below.

Level 2

• Uses the strategic plan as an ongoing point of reference and

governance tool.
• Proactively implements and communicates team-level goals
required to achieve long-term strategies
• Aligns and communicates team-level decisions with
organization's vision, mission, and values.
• Seeks out, encourages, and incorporates a diverse set of
internal and external perspectives when making decisions.
• Seeks to reflect on, gather, and plan using pertinent
information from others before jumping into action.
• Encourages employee involvement in decision making.
• Shares the rationale behind departmental priorities, requests,
and potential changes in a thoughtful and transparent way.
• Demonstrates investment in the success of others by
providing the support, resources, and information required to
succeed.
• Encourages others to share thoughts, regardless of
agreement, actively listens to their feedback and questions.
• Supports others through moments of vulnerability about
mistakes and addresses failures as opportunities to learn.
• Admits to own mistakes and takes responsibility for them.
• Recognizes that trust has a different meaning for everyone
and demonstrates empathy to understand other's perspectives
spond with the competency below.

Level 3

• Collaborates with organizational leaders to establish and

communicate long-term strategy and departmental goals.

• Anticipates and mitigates obstacles and business disruptions

that might prevent the achievement of departmental goals.

• Analyzes departmental strengths and weaknesses

• Develops, communicates, and executes action plans to
achieve departmental goals.
• Accounts for the business model and resourcing constraints
when executing initiatives.

• Presents strong business cases for initiatives and resource

allocation.
• Monitors the alignment between the organization's vision,
mission, and values and workplace decisions.

• Encourages others to incorporate a diverse set of internal

and external perspectives when making decisions.
• Collects employee input to inform department-level decisions
and provides explanation if employee suggestions are not
acted on.
• Coaches leaders to share the rationale behind departmental
priorities, requests, and potential changes.
• Establishes clear expectations of what success looks like
throughout the department, and provides the necessary
support.
• Develops channels for others to proactively surface
disagreement and recognizes their courage to speak up.
• Demonstrates being vulnerable and open about mistakes
and helps others reflect on failure to encourage learning and
growth.
• Coaches direct reports to adopt a mindset of accountability.
 Level 4

• Collaborates with organizational leaders to establish the

organization's vision, mission, and values.

• Thinks in a holistic, realistic, and futuristic manner,

anticipating issues and devising solutions

• Establishes the organization’s long-term strategy, and

creates aligned goals, ensuring gaps are addressed
• Empowers leaders to identify obstacles and provides support
in securing the necessary talent or resources.

• Owns strategic goals and plans the competitive value of the

organizational products and services, and sets new direction
for business development.

• Fosters an environment that seeks and incorporates a

diverse set of internal and external perspectives into decision-
making processes.
• Gathers employee input to inform organization-level
decisions and provides explanation if employee suggestions
are not acted on.
• Shares the rationale behind organizational priorities,
requests, and potential changes in a thoughtful and
transparent way.
• Acts as a role model for respectfully challenging assumptions
and creates an environment where candor and productive
resistance is valued.
• Fosters an environment where failure is viewed as a learning
opportunity and taking calculated risks is encouraged.
• Takes responsibility for organizational outcomes, both
positive and negative.
Performance Management Output

This tab combines your competency and proficiency level selection decisions to provide you with a personalized competency framework for your employees/roles. This is a ready-to-use, printer-friendly document that can be used to support recruitment
initiatives, performance management, training and development, succession planning, and legal or regulatory compliance. If you would like to make any changes to the competencies you have chosen, go back to Tab 5. Select Your Competencies to reselect
the competencies you would like included in the framework. If you would like to make any changes to your competency proficiency level choices, go back to Tab 6. Select Proficiency Level to choose the appropriate level for the employee/role.

Employee Name:
Department:
Position:

Competency Definition Level Requirements

Identifies what is needed to achieve strategic or organizational objectives.

Seeks out and incorporates multiple perspectives & experiences and industry
Managing Risk trends to develop a holistic perspective. Negotiates to achieve individual goals, 0 FALSE
while thinking of the larger organization implications. Operationalizes ideas
within the business model.

Openly, transparently, and clearly shares information and the "why" behind
Building Trust decisions. Asks for and values the opinions of others. Displays empathy when 0 FALSE
listening. Acknowledges when trust has been broken and focuses on rebuilding.

0 FALSE

0 FALSE
0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE
0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE
0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE
0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE
0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE
0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE
0 FALSE

0 FALSE

0 FALSE

0 FALSE

0 FALSE