OUR VALUES & COMPETENCY FRAMEWORK

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1 OUR VALUES & COMPETENCY FRAMEWORK

2 Introduction Below you will find the PPF s values and details of our key generic competencies and competency levels. You ll find details of the competency levels required in the role in every job description. These will help you with your application in our recruitment process. Our values Integrity - Do the right thing Collaboration - Work as one Accountability - Own your actions Respect - Value every voice Excellence - Be your best Our values define the way we work: they are integral to our success in fulfilling our mission to pay the right people the right amount at the right time and realising our vision of protecting people s futures. Page 2 of 8

3 The PPF competencies have been grouped together into four related groups, which each contain two competencies. This collection will be referred to as the Competency Framework. WHY ARE COMPETENCIES IMPORTANT? Competencies focus on how you carry out your responsibilities and the behaviour that will ensure your best performance. During the recruitment process, we will refer to the Job Competency Profile to help us to identify candidates whose competencies match what we re looking for at the PPF. The PPF has three competency levels. They are: Level Advocate Enhance Deliver Definition Is able to deliver, enhance and act as an exemplar of the key competency. Is able to deliver and build upon, or improve, the competency being assessed. Is capable of consistently achieving the desired competency on a regular basis. A competency level will be assigned to each role which helps us to be specific about what it is we re looking for in a candidate. Page 3 of 8

4 COMPETENCY GROUP: SHAPING THE FUTURE Competency: Commitment to Stakeholder. proactively seeks feedback from customers on the service provided and acts on it, developing communications/ training/strategies in response is passionate about the mission and vision of the PPF, engenders and promotes this in others ensures that the perspective of the customer (internal and external) are considered in longer term planning and decision making ensures that both team and colleagues see connection between their daily actions and long term stakeholder expectations. develops close rapport with customers to establish an understanding of their underlying needs educates and supports stakeholders in working with the PPF shows empathy and uses tact and diplomacy when dealing with particularly sensitive issues manages own workloads and the work of others so that customers needs continue to be effectively met. updates customers (members/stakeholders) on progress against agreed deadlines and manages their expectations generates enthusiasm for the mission and vision of the PPF acts promptly to effectively resolve customer requests, problems or concerns takes ownership of them and initiates fair and prompt action identifies ways of improving customer service, raises with manager and takes necessary action to implement. COMPETENCY GROUP: SHAPING THE FUTURE Competency: Continuous Improvement engages with others, including those outside of their direct team, to develop new ideas, issues or changes enables others to manage the implementation of change creates an environment where continuous improvement is valued and welcomed thinks creatively, identifies issues/solutions which can bring quantum leap improvements compared to existing processes develops fresh or non-standard methodology for problem solving. is able to work outside own comfort zone develops, with others, methods or ideas that identify and eliminate barriers to improvement actively seeks out the views and opinions of others, both within and outside immediate team/directorate, and acts upon those views sees change (and helps others see change) as an opportunity not a problem, creates a clear rationale for change and builds buy-in and commitment develops novel solutions, albeit drawing on established thinking, and develops new methodologies which may utilise techniques from unrelated fields. Page 4 of 8

5 contributes views and ideas for improving planning, processes and service for PPF responds positively and implements changes where the need to improve has been identified learns from experiences, clients, networks, reading seeks to increase own awareness and understanding of possibilities solves professional or technical problems using established methodology and techniques. COMPETENCY GROUP: MAKING THINGS HAPPEN Competency: Goal Oriented leads a clear and consistent approach to developing long and shorter term plans and encourages others to actively participate in the planning process leads a positive, decisive, delivery-orientated approach for self and team builds disciplines within the team to accomplish projects/targets to quality, cost and time has the ability to execute solutions rapidly and decisively when required creates and leads a work culture that recognises and celebrates positive results and learns from experiences. refines plans for self/team in the light of internal or external changes ensures self/team accomplish goals and achieve required results to quality and productivity standards is willing to widen own responsibilities to get a task done or achieve better performance balances the requirement for analysis with pragmatism, intuition and experience. identifies and schedules work priorities for self to achieve what is expected pursues task/goals with energy, drive and need for completion pre-empts problems by seeking guidance, or taking action, on an issue, task or project within their role keeps sight of overall objectives in daily work can connect, and focus, short term activities to the long term. COMPETENCY GROUP: MAKING THINGS HAPPEN Competency: Takes Responsibility takes responsibility for self and team, sets clear goals, gains buy-in and generates commitment and ownership to action says what people may not want to hear is brave and focused sets clear purpose and expectations: holds direct reports accountable thinks broadly and strategically and takes account of a wide range of issues across, and related to, the organisation when making recommendations and decisions. takes responsibility for the team s objectives as well as their own acknowledges roles and parts played by self and others and identifies where tasks are failing, taking action to correct or raise issues Page 5 of 8

6 engages others, and manages self and others, to ensure accountability and consequences for delivering on time takes ownership of corporate decisions with energy and commitment. takes responsibility for own actions; does not seek to blame others or fail to give credit to others challenges inaccurate or inconsistent decisions challenges questionable decisions demonstrates the ability to make quality decisions and take action when required. COMPETENCY GROUP: WORKING COLLABORATIVELY Competency: Working Together builds and/or contributes to strong teams and manages differences and conflict by encouraging debate and dialogue that raises alternative points of view creates an environment where individuals work across internal and external organisational boundaries and develop effective and collaborative partnerships. promotes partnership and collaborative working in, and across, teams builds positive personal and organisational relationships actively seeks and listens to the contribution of others has honest performance conversations with team and develops honest, two-way, dialogue creates a shared purpose for the team, with members understanding what their role is and the role of others ensures individuals are treated with dignity and respect. builds effective working relationships with colleagues and shares knowledge, information and best practice helps colleagues perform to their best and never acts in a way that will allow them to fail listens, understands and accommodates views of others values differences and diversity, treats others with dignity and respect shares credit for success and takes responsibility for mistakes. COMPETENCY GROUP: WORKING COLLABORATIVELY Competency: Develops Self and Others creates a positive work environment that supports employees and encourages productivity, team cohesion and innovation develops a workforce plan for area that reflects short and long term people and skills requirements ensures that there are candid conversations with all individuals in their team about what they want and what they can expect from their career at the PPF. Page 6 of 8

7 creates an environment where individuals can admit, and learn by, their experiences, successes and mistakes recognises, values and rewards the contribution of others (team and colleagues) ensures ongoing technical/managerial/functional capability of self (and team) recruits high calibre staff and creates an environment where talent can flourish undertakes role of coach, mentor or sponsor to help individuals grow, develop and build competencies and align them to the role they play. identifies and seeks out opportunities to extend own skills and knowledge values the strengths of others and helps others to achieve shares and applies lessons learnt, turning experience into learning and improvement demonstrates an awareness of own strengths and weaknesses, works to address weaknesses does not take feedback personally and is measured and emotionally mature. COMPETENCY GROUP: WORKING STYLE Competency: Personal Proficiency thinks clearly and decisively, identifies the decision required, considers alternatives and recommends action/ makes decision without getting lost in the detail resilient and self assured, recovers quickly from set backs demonstrates a rapid understanding of newly presented information delivers communications that suit the need of the audience, identifying what is required and why. Does not limit information to intellectual ideas uses peer reviews to enhance the quality of own technical/ professional communications, recommendations and documents distils technical data/ information and presents in a clear, structured and succinct way makes communications and presentations accessible to non-technical/mixed audiences. communicates effectively within roles/immediate team understands impact that existing problem/action will have on the future and offers timely guidance and alternatives applies sound judgement in decision making engages with those outside of immediate area/team to communicate specified results or respond to requests for information. COMPETENCY GROUP: WORKING STYLE Competency: Lives PPF Values. The PPF value statements define what the PPF strives to stand for as a business, how we wish to operate as corporate citizens and support the culture of the organisation. Demonstrating these core values is key to PPF s success, and the quality of performance in every job, every activity and every action will be assessed in terms of these values. Page 7 of 8

8 fosters/creates a healthy work life - personal life balance for team/ colleagues and recognises the need for fun and humour in the workplace empowers individuals to perform, providing knowledge, information and authority to make decisions delegates and provides clear tasks with defined outcomes, accountabilities and resources to do the task builds and promotes an environment that values collaboration and teamwork at all levels. celebrates success of self and others advises others when problems arise, and provides an environment where mistakes are analysed, discussed and learnt from challenges poor behaviours or decisions, remains in control of own emotions and ensures individuals are treated in a calm and fair way demonstrates own professional passion and is passionate about developing this in others. shows commitment and energy and responds positively to requests for help and support demonstrates integrity and builds trust, loyalty and commitment from others, always behaves ethically and with transparency willing to admit mistakes, learns by them, and by experiences, and does not repeat failures always considers the value for money in what they do tackles every task with enthusiasm and continually strives for excellence. Page 8 of 8

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