Applying for a Job. Learning Resource. Contents

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1 Applying fr a Jb Learning Resurce Cntents Intrductin 2 Step 1: Create an Accunt n Civil Service Jbs website 4 Step 2: Persnal Details 4 Step 3: Writing Cmpetency Examples 4 Example One Applying fr a Level Tw (EO) rle 9 Example Tw Applying fr a Level Three (HEO & SEO) rle 11 Example Three Applying fr a Level Three (HEO & SEO) rle 12 Example Fur Applying fr a Level Fur (G7 & G6) rle 13 Step 4: The Applicatin Frm 15 Step 5: The Sift Prcess 16 Step 6: The Interview 16 Pints t Nte 19 Links t ther Learning Resurces 19 Annex A: The Use f Active Language 20 Annex B: Cmpetency Example Prmpt 22

2 Intrductin This learning resurce is designed fr thse f yu applying fr vacancies advertised n the Civil Service Jbs website. The jb may be a prgressin, a lateral mve, a new jb rle r a redeplyment pprtunity. It has been designed t help yu with the cmpletin f yur cmpetency examples with a fcus n hw t select and write yur evidence t demnstrate the required cmpetencies/skills. T Begin Hw familiar are yu with the Cmpetency framewrk and the Indicatrs? There are ten cmpetencies in the generic Civil Service Cmpetency Framewrk. Infrmatin n the Civil Service Cmpetency Framewrk is available thrugh the Civil Service Learning prtal. https://civilservicelearning.civilservice.gv.uk/ Have a lk at the grade level versin fr the rle yu are applying fr. 2

3 If yu are applying fr a rle that als has a prfessinal framewrk yu need t ensure yu knw where t find that infrmatin. Yur prfessinal framewrk n the Civil Service Learning prtal lists all f the crss gvernment prfessins. Have a lk at the ne that is relevant fr yu. Yu might find it helpful t cmplete the Civil Service Cmpetency Framewrk Self Assessment tl fr the level that yu wish t apply fr. This will give yu insight int yur existing level f capability against each f the ten cmpetencies. https://civilservicelearning.civilservice.gv.uk/civil-service-cmpetency-framewrk-self-assessment 3

4 Step 1: Create an Accunt n the Civil Service Jbs website Yu will need t create an accunt n the Civil Service Jbs website and search fr the vacancy. https://jbsstatic.civilservice.gv.uk/csjbs.html Talk t yur line manager in rder t Discuss yur evidence can yu demnstrate evidence at the apprpriate level? Yu need t be aware that it takes sme time t gather the necessary evidence that is required and t cmplete the frm. When yu apply the apprpriate frms will be prvided fr yu, tgether with the details f the cmpetencies yu are t be measured against. Step 2: Persnal Details Yu will need t cmplete the persnal details sectin n the applicatin frm. This will include previus wrk histry and experience. Step 3: Writing Cmpetency Examples It is pssible that yu will have t cmplete the Supprting statement and Cmpetency examples. The fllwing sectins give sme guidance n hw t d this. WRITING THE SUPPORTING STATEMENTS Statements need t be shrt and snappy. As there is a limit n the number f wrds it is essential that yu use the space as effectively as pssible. The wrd cunt may seem small but drafting statements that are cmprehensive yet succinct is part f the skill being assessed. T prepare gd strng statements t include in yur applicatin, yu need t: Base yur examples n a previus experience which has brad enugh scpe t enable yu t demnstrate yu have cmpleted the actins that make up the cmpetency Tell the truth - dn t make things up. Yu may well be asked abut the examples at the interview s will get tripped up if yu have written abut smething that yu are nt familiar with D a first draft then refine, refine, refine 4

5 Check everything is there that is needed Use the wrd cunt facility n yur cmputer yu dn t want t exceed the wrd cunt Think abut presentatin wuld bullet pints wrk as ppsed t paragraphs f text Be succinct make sure yu cver the key pints Draft in clear language that is grammatically crrect, including the spelling D nt use jargn, abbreviatins r specialist terms Use yur wn wrds, preferably thse that enhance the impact f yur applicatin WRITING THE COMPETENCY EXAMPLES Tp Tips fr getting started Write dwn all the things that yu have dne well in yur jb ver the past 2 years Yur previus perfrmance reprts may help here Fr each f these things nte dwn hw yu achieved what yu did, what skills and behaviurs did yu use Fr each bit f wrk, nte which cmpetencies it might cver It is a gd idea t familiarise yurself with yur wn cmpetencies and indicatrs befre yu start. Gather yur evidence tgether and analyse it befre yu start writing examples yu prbably have mre evidence than yu think. Use evidence frm wrk if yu can. Talk thrugh yur evidence and examples with yur line manager r a clleague a secnd r third pair f eyes is always useful. Practice - yu will nt get it right first time. Take time writing gd examples takes days r weeks - nt hurs. Which Cmpetencies During the Selectin prcess yu may be asked t prvide a number f cmpetency examples. Many peple find this t be the mst difficult part. 5

6 It is essential that yu get this part right. Failure t prvide gd evidence will nt get yu thrugh a sift r an interview. The vacancy hlder has 3 ptins t cnsider when they chse cmpetencies fr an exercise; Generic cmpetencies nly A blend f generic and prfessinal cmpetencies Generic cmpetencies with additinal prfessinal r technical requirements such as qualificatins specified in the vacancy Vacancy hlders wuld als need t cnsult departmental recruitment and selectin fr guidance n hw cmpetencies are used in recruitment. Usually yu will be asked t prvide evidence against the required cmpetencies with a wrd cunt f wrds per cmpetency. Any evidence ver the stated wrd cunt will be discunted. Cmpetencies describe particular knwledge, skills and behaviurs that yu need t demnstrate t the vacancy hlder. They shuld be written in a way that helps managers assess yur suitability fr a vacancy r prmtin exercise. Cmpetencies are used because if yu have dne smething in the past yu can d it in the future. Hw t chse yur examples They shuld be tailred t the behaviural indicatrs that yu feel are mst relevant t the advertised pst. When deciding which examples t use, keep referring back t the Key Tasks and Persn Requirements that are described in the advert, and in the effective behaviural indicatrs within the cmpetency. Underline any key wrds and phrases in the jb advert t include in yur examples. THE WHO MODEL Cmpetency based selectin requires mre than just infrmatin abut what yu did, it requires yu t explain. The methd belw is knwn as the WHO mdel. This is a useful technique t apply when writing yur evidence. 6

7 What - yur persnal rle Hw - yu did it and Outcme - placing an emphasis n the successful utcme THE STAR APPROACH TO PRESENTING YOUR EXAMPLES The STAR apprach may als help yu t present yur evidence mre successfully, prviding structure and fcus t yur answers t questins abut what yu have dne in the perid the review cvers. Situatin briefly describe the cntext and yur rle. Task the specific challenge, task r jb that yu faced. Actin what yu did, hw and why yu did it. Result what yu achieved thrugh yur actins. Keep the situatin and task parts brief. Cncentrate n the actin and the result. If the result was nt entirely successful describe what yu learned frm this and what yu wuld d differently next time. STAR may help yu t cver all the pints yu need t make. It may help yu apprach drafting yur applicatin in a psitive way and ensure that yu cver what yu persnally have dne. Make sure yu fcus n yur strengths. 7

8 One example per cmpetency wuld be best practice t use the full STAR explanatin within the required wrd cunt f wrds. Sme departments may already have guidance n the number f cmpetency examples and wrd limits s the applicant shuld check with the advertising department. Hints and tips minute. Allw yurself plenty f time fr writing yur examples avid leaving them until the last Writing it dwn is the safest way t ensure all yur examples are fully cnsidered. Dn t assume the sift panel has any knwledge f the situatin. They may nt knw everything yu have dne. It s all dwn t yu. The sift panel cannt infer what is nt included in the example and can nly assess what yu have actually written. Make sure yu include hw yu vercme prblems / bstacles. Keep lking back at the cmpetency bullet pints and cver the key pints. Describe yur thughts, actins and feelings rather than just describing what happened. Dn t get caught up telling a stry in yur example. Just give enugh t shw - hw yu went abut the task why yu did it the way yu did and describe any bstacles yu encuntered. Dn t frget t include results and shw why yur actins were effective and/r hw yu culd have imprved n what yu did. Use I nt we. This is abut yur rle in the task and hw yu affected the utcme. Use shrt statements that shw the value yu added. Use yur wn wrds. Cnsider using active verbs t create greater impact (see Annex A). Chse yur mst pwerful examples demanding/challenging situatins that have lts f substance. 8

9 Cnsider cmpleting a Cmpetency Example Prmpt (see Annex B) using infrmatin abut the business challenge, ministerial imprtance and strategic risks. What value did yu add and what was the utcme and impact n the business? Cmplete ne frm fr each cmpetence yu are asked t prvide evidence fr. Yu can use this frm t help shape evidence fr the applicatin and fr the interview. Summary Use n mre than abut tw sentences n the what. The bulk n the hw. Fllwed by a brief summary f the utcme. Remember the majrity f yur wrds shuld be n the hw. Here are sme examples n hw t write yur evidence. Example One Applying fr a Level Tw (EO) rle - Managing a Quality Service Level 2 (EO) First f all, lk at the effective behaviural indicatrs fr the cmpetency: Explain clearly t custmers what can be dne Wrk with team t set pririties, create clear plans and manage all wrk t meet the needs f the custmer and the business Ensure that levels f service are maintained flag up risks r cncerns in rder t meet custmer requirements Keep internal teams, custmers and delivery partners fully infrmed f plans and pssibilities Prmte adherence t relevant plicies, prcedures, regulatins and legislatin, including equality and diversity and health and safety Identify cmmn prblems r weaknesses in plicy r prcedures that affect service and escalate these Nw lk at the cmpetency example: When I tk respnsibility fr my peratinal delivery team I ensured ur services and requirements were explained and cmmunicated, thrughut including: 9

10 presentatins t ther management teams and divisins messages relayed utwards and back t the team using established netwrks including L&D, finance, intranet, SMT, and Cntinuus Imprvement I ensure evaluatin data and feedback is used cntinuusly t evlve services and prducts, and explain when it is nt pssible t meet the desires f custmers. I have intrduced a new evaluatin prcess designed t raise lcal awareness f custmer satisfactin targets and measure ur success, effectiveness and value fr mney. I achieved a 95% custmer satisfactin rating. Hw culd this be imprved? Suggestins: This example might be better split int ne fr Leading & Cmmunicating and ne fr Managing a Quality Service which fcussed mre clsely n the apprach t custmer service. It als reads as a list f what there is nt enugh hw. Nw lk at this rewrite f Example One As the custmer service lead fr a large peratinal ffice with 2,000 custmers, I imprved custmer satisfactin levels and reduced levels f cmplaints. I publicised existing service standards and custmer requirements via existing channels e.g. psters and face t face interviews. I ran custmer fcus grups, listened t views and explained what was and was nt pssible. I fed back the utcmes t internal teams and agreed actins with them t make service imprvements e.g. the need t cmmunicate waiting times clearly t custmers. I reviewed the cmplaints received s far and identified cmmn themes e.g. custmers felt ignred at times. I asked fr custmer and staff views n hw t address this and agreed behaviurs were identified including saying hell and gd mrning t custmers waiting. I amended and relaunched the ffice custmer service standards as a result f this wrk. This included a new evaluatin prcess which raised awareness f custmer satisfactin targets and measured success. I achieved a 20% increase in custmer satisfactin targets and a 15% reductin in the number f cmplaints. This is 176 wrds - lk back at the indicatrs fr this cmpetency. Hw culd this be imprved? 10

11 Suggestins: Include a link t plans and pririties and explain hw yu ensured yu tk int accunt legislative respnsibilities and this is shaping up t be a great piece f evidence. Example Tw - Applying fr a Level Three (HEO & SEO) rle - Leading & Cmmunicating level 3 (HEO & SEO) Again, lk first at the effective behaviural indicatrs fr the cmpetency: Take pprtunities t regularly cmmunicate and interact with staff, helping t clarify gals and activities and the links between these and Departmental strategy Recgnise, respect and reward the cntributin and achievements f thers Cmmunicate in a succinct, engaging manner and stand grund when needed Cmmunicate using apprpriate styles, methds and timing, including digital channels, t maximise understanding and impact Prmte the wrk f the Department and play an active part in supprting the Civil Service values and culture Cnvey enthusiasm and energy abut their wrk and encurage thers t d the same Nw lk at the cmpetency example: My first task was t turn a high level re-rganisatin strategy int reality by running a selectin exercise that fllwed Departmental wrkfrce management plicies. I engaged with DTUS and devised a prcess, selectin tls and cncise peratinal guidance. I prepared a timeline, engaged key implementatin & marketing resurces, launched the exercise, mnitred prgress and ensured regular, pen cmmunicatins. I cached clleagues in a variety f rles (junir thrugh t mst senir managers) thrugh the prcedures. I cntinually evaluated the exercise and used this feedback t refine and imprve the prcess as it rlled ut. This apprach influenced and engaged individuals, managers and DTUS, lwering initial rbust resistance and gaining engagement t the re-rganisatin. 11

12 The selectin exercise was cmpleted t deadline with a 15% reductin in the wrkfrce achieved. This is 128 wrds lk back at the indicatrs fr this cmpetency. Hw culd this be imprved? Suggestins: Make a link t the bigger picture why were the reductins required? The utput culd benefit frm additinal evidence like; -Whether yu led/cmmunicated with thers wh were wrking with yu n cmpleting this task. -Hw yu evaluated and used the feedback t refine and imprve the prcess and lwer the resistance. -What did yu change r imprve r learn in ding this? -What ther utcmes were there? E.g. measures f staff engagement levels in the re-rganisatin and/r perfrmance utputs delivered. Example Three Applying fr a Level Three (HEO & SEO) rle - Building Capability fr All level 3 (HEO & SEO) Again, lk first at the effective behaviural indicatrs fr the cmpetency: Identify and address team r individual capability requirements and gaps t deliver current and future wrk Identify and develp all talented team members t supprt successin planning, devting time t cach, mentr and develp thers Value and respnd t different persnal needs in the team using these t develp thers and prmte inclusiveness Practively manage wn career and identify wn learning needs with line manager, plan and carry ut wrk-place learning pprtunities Cntinually seek and act n feedback t evaluate and imprve their wn and team s perfrmance Nw lk at the cmpetency example: With my supprt, caching and encuragement a junir member f my team secured attendance at 12

13 Summer Schl. He is nw part f a prject led by a clleague lking at custmer innvatin and is leading a Cmmunity 5000 initiative. I cmmissined a Skills Gap Analysis exercise and these results and the staff survey results influence pririty areas fr imprvement. A key ne is perfrmance management. I have led HR Business Partner team t devise implementatin plans fr wrkshps t raise the skills and knwledge f line managers and t supprt these full sessins with bite size awareness sessins. In additin I have devised simple reference flw charts shwing learning and guidance and engaged intranet clleagues t publicise and publish material. This is 118 wrds - lk back at the indicatrs fr this cmpetency. Hw culd this be imprved? Suggestins: It is best t fcus n ne example rather then tw. There are tw gd stries t tell here - fcus n just ne and keep the ther fr the interview. By describing ne example in mre detail and apprpriately using the wrd cunt as a guide, yu are giving yurself mre chance t demnstrate a greater breadth f the cmpetency behaviurs. Example Fur Applying fr a Level Fur (G7 & G6 rle) - Managing a Quality Service Level Fur (G7 & G6) Again, lk first at the effective behaviural indicatrs fr the cmpetency: Exemplify psitive custmer service behaviurs and prmte a culture fcused n ensuring custmer needs are met Establish hw the business area cmpares t custmer service expectatins and industry best practice and identify necessary imprvements in plans Make clear, pragmatic and manageable plans fr service delivery using prgramme and prject management disciplines Create regular pprtunities fr staff and custmers t help imprve service quality and demnstrate a visible invlvement Ensure the service ffer thrughly cnsiders custmers needs and a brad range f available methds t meet this, including new technlgy where relevant 13

14 Ensure adherence t legal and regulatry requirements in service delivery and build diversity and equality cnsideratins int plans Nw lk at the cmpetency example: As an Implementatin Manager n a large IT Prject, I needed t negtiate dates fr ten releases within the challenging timescales defined by the Senir Respnsible Officer. The differing prpsals/ pririties frm suppliers and stakehlders had t be taken int accunt, in additin t already apprved change releases. I develped a wrk plan prpsal which delivered business benefits fr custmers by taking int accunt resurces, cnflicts, system caselads and pririties. I tk int accunt previus lessns learned t mitigate the risk f implementing multiple large scale releases and undertk a risk analysis with mitigatins. I cmmunicated, explained the ratinale behind the prpsals and negtiated the differing stakehlder impacts by having initial discussins with individual stakehlder grups. Once agreed in principle, I instigated the gvernance prcess t cmmunicate and frmally agree the release dates. I then prduced thrugh prject plans including a stakehlder resurce prfile. I instigated a prgramme management frum t versee verall prject status, identified issues and managed these t reslutin. The result was successful scheduling f the releases with full agreement frm stakehlders despite the challenging deadline. The result delivered the implementatin f the largest payment and accunting system f its type anywhere in the wrld. This is 199 wrds - lk back at the indicatrs fr this cmpetency. Hw culd this be imprved? Suggestins: This is a great example f prject delivery capability but culd benefit frm describing the benefits t the custmer and any cst savings. Yu may als be able t use this example as evidence f Changing and Imprving. 14

15 Step 4: The Applicatin Frm What des a well presented applicatin frm lk like? A well presented applicatin frm will; Cnfrm t nrmal business standards Arial 12 fnt r as per instructin in jb advert r applicatin frm Have been checked fr spelling, typ errrs Have been checked fr the crrect use f punctuatin and capitalisatin Avid the use f jargn Make use f the past tense e.g. achieved, verified. Use active verbs (see Annex A). Cntain examples which prvide evidence t meet the cmpetency requirements in the cntext f rle. Summary The examples yu use must meet the cmpetency requirements f the jb. It shuld reflect what the advertising manager is lking fr. Yu shuld specify yur rle nt the rle f the team. The structure shuld clearly shw what the example was and; Why yu tackled it Hw yu went abut it What behaviurs did yu emply What was the utcme? This culd be what yu learned r the impact f yur interventin The structure shuld be clearly shwn The bulk f yur wrds shuld be n the Hw. 15

16 Step 5: The Sift Prcess A sift panel is an ptinal tl fr the vacancy hlder t use t either ensure all applicants meet a minimum standard r reduce the numbers f applicants t a manageable size. A sift panel is assembled with the chair being at least ne grade abve the vacancy grade. The ther sift panel members may be f the same grade as the vacancy. The chair and panel members must be at least EO grade. The purpse f the sift panel is t assess and scre the evidence prvided by the applicants and t determine wh has the strngest evidence fr each cmpetency. The sift panel will discuss and agree standards against which they assess each applicatin and ensure that sifts are in line with equal pprtunities. Yu may find that n ccasins yu are sifted in r sifted ut with the same evidence. This culd happen because each exercise is a separate cmpetitin with different standards being set. Each panel member will read the evidence prvided by individuals and then rate the evidence against the required cmpetency level. Every applicatin is rated by all panel members wh then discuss their individual scres befre agreeing n a final scre. Scring systems vary acrss departments but the principle is the same. The sift panel will rank applicatins where individuals have attained a pass rating in merit rder. Unsuccessful applicants will be ntified at this pint and may be given feedback t help them in future jb applicatins. Step 6: The Interview Once yu have passed the sift stage yu will be invited t attend an interview. A gd interview requires excellent preparatin, gd listening skills and the ability t answer the questin that is asked. Practice befre the interview by preparing and rehearsing questins t pssible answers. Hw can yu prepare fr the interview? Here are sme useful tips. try t arrange a mck interview with a manager research the business unit yu are applying fr try and talk t smene n the team yu are applying fr, if pssible 16

17 REMEMBER t apply the WHO mdel when relating yur examples t the questins Interview duratin Typically the interview will last fr abut 45 minutes. The purpse f the interview is t: Test the candidate's suitability fr the requirements f the rle Guarantee fair treatment at the interview fr all candidates by treating them in a demnstrably equal manner Give all candidates an pprtunity t express their views and present their evidence Scre candidates based n the requirements f the jb Recmmend which candidate shuld be ffered the psitin and prduce an rder f merit based n scres achieved. Fr the candidate t decide if the rle and the Department/Agency are right fr them. Cmpetency Based Interviewing The interview will be based n the cmpetencies that were defined in the jb rle and, in line with the plicies f mst departments, these will have been the cmpetencies used t sift the interview candidates. The number and chice f cmpetencies against which interviews will be cnducted will be based upn the determinatin by the vacancy hlder f the business pririties and departmental plicy requirements which apply. Hwever in practical terms it is unlikely that mre than 6 cmpetencies culd be assessed in a standard 45 minute interview. Cmpetency based interview questin examples The example interview questins belw are based n the Civil Service Cmpetency Framewrk cmpetencies. Managing a Quality Service Hw d yu and yur team understand what the standards required by yur custmers are? Give me an example f hw yu have demnstrated an understanding f custmer needs What steps have yu taken t understand hw yu and yur team perfrm against perfrmance/ custmer standards? Hw d yu respnd t custmer feedback? Can yu describe a time when yu have been practive in finding a slutin t a prblem encuntered by yur custmers? 17

18 Leading and Cmmunicating When cmmunicating t staff hw have yu ensured yur cmmunicatin is clear, well structured and tailred t yur audience? Can yu give an example f hw yu have engaged yur team in discussins abut changes taking place in yur unit, business area r Department? Tell me abut a time when yu have had t influence a senir manager, stakehlder r partner and hw yu went abut this? Tell me abut a time when yu have had t use written cmmunicatin t successfully influence smene? Hw did yu g abut structuring yur written cmmunicatin? Cllabrating and Partnering Hw have yu created a gd team spirit within yur teams? Tell me abut a time when yu have been faced with resistance r negativity and hw yu have respnded t this? Give me an example f hw yu have mtivated thers t d their jb better? Tell me abut a time when yu have cllabrated with individuals r teams utside f yur business area in rder t deliver a psitive utcme Seeing the Big Picture Hw have yu ensured a team understands hw its wrk cnnects int the wrk f the Department? Tell me hw yur current rle fits int the verall bjectives f the Department Tell me abut a time when yu have develped and updated gd practice in yur area f wrk? Give me an example f when yu had t make a change in yur wrk area. Hw did yu ensure it fitted with the strategic directin f the Department r yur business area? Building Capability fr All Can yu describe a time when yu have had t address underperfrmance and hw yu went abut this? Can yu give me an example f hw yu have nurtured a talented member f yur team? Hw d yu increase yur wn knwledge and expertise and that f yur team? What are yur wn develpment areas and what are yu ding t address these? Using nn-verbal behaviur Use nn-verbal cmmunicatin thrughut the interview althugh be aware that nn-verbal behaviur can be prne t cultural differences. Bradly, nn-verbal behaviur can be brken dwn int five main areas; 18

19 psture (cvering psitin, directin, degree f mvement, etc) facial expressin (cvering expressin, eye cntact, eye mvement, head mvement etc) gestures (hand, leg and arm mvements) vice and breathing (pace, depth/tne f vice etc) energy level (mre subjective, but the degree f energy that the abve are shwing and the nature f that energy, e.g. enthusiasm, capacity r anxiety). Pints t Nte Diversity & Equality All that we d is underpinned by Diversity and Equality. The Civil Service is cmmitted t prviding services which embrace diversity and equality f pprtunity. This is underpinned by the Equality Act 2010 and must be adhered t at each stage f the applicatin prcess. The vacancy applicatin prcess has t treat everyne equally and ensure that Civil Service plicies and legislatin are adhered t and n applicant is treated any less favurably. Guaranteed Interview Scheme The Guaranteed Interview Scheme (GIS) prvides individuals with disabilities the right t prceed t the next stage f the selectin prcess if they meet the minimum criteria at the previus stage. Links t ther Learning Resurces There are hints and tips n using Cmpetencies n the Civil Service Learning prtal; https://virtual.ashridge.rg.uk/en-gb/materials/learningguides/cbilg/pages/in-depth.aspx There is als a case study n Applying fr a Jb n the Civil Service Cmpetency Framewrk pages https://civilservicelearning.civilservice.gv.uk/cmpetency-framewrk/case-study-2 External websites prviding guidance n STAR technique and use f language; Gd Luck 19

20 ANNEX A: THE USE OF ACTIVE LANGUAGE When cmpleting yur cmpetency examples cnsider using active verbs which give yur applicatin greater impact and make a strnger impressin. Using the past tense als gives the sense that yu have cmpleted r achieved yur gals. As an added bnus yu will use fewer wrds. Dn t use: I was respnsible fr rganising a prgramme f speakers. D use: I rganised a prgramme f speakers. Here is a list f active verbs that yu can use; A - accmplish, achieve, adapt, administer, advise, analyse, apply, appint, appraise, apprve, assess, attain, arrange, assist B - braden, budget, build C - calculate, capture, centralise, check, cach D - decrease, define, delegate, deliver, demnstrate, determine, develp, devise, diagnse, direct, distribute, dcument, drive E - earn, edit, eliminate, encurage, engineer, ensure, establish F - facilitate G - generate, guide H - help I - identify, implement, imprve, imprvise, incrprate, increase, influence, initiate, innvate, inspire, instigate, instruct, interpret, interview, investigate, intrduce L - lead, liaise, launch M - mentr, manage 20

21 N - negtiate, netwrk O - rganise, perate, btain P - participate, persuade, plan, present, prduce, prmpt, prpse R - reinfrce, research, revitalise S - shape, sell, slve, specify, streamline, supply, supprt T - teach, test, train, transfrm U - understand, undertake, urge V - validate, value, vlunteer W - weigh up, widen, write 21

22 ANNEX B: COMPETENCY EXAMPLE PROMPT COMPETENCY EXAMPLE: BUSINESS CHALLENGE MINISTERIAL IMPORTANCE STRATEGIC RISKS MY STRATEGIC THINKING WHAT WAS HARD ABOUT IT WHAT I DID MY UNIQUE VALUE ADD OUTCOME AND IMPACT TO BUSINESS WHAT I LEARNT FROM IT 22

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