NAEP Competencies for Procurement Professionals

Transcription

1 NAEP Cmpetencies fr Prcurement Prfessinals Advanced Mid-Level Entry-Level Prfessinal Psitin Level Chief Prcurement Officer / Vice President / Assistant Vice President / Directr Assciate Directr / Assistant Directr Strategic Prcurement Specialist / Manager / Categry Lead Supplier Diversity Manager / Cmmdity Manager / Senir Buyer Prcurement Systems Manager Pcard Administratr Prcurement Analyst Buyer Buyer Prcurement Analyst Prcurement Assistant (nnexempt ) Ethics & Values Functinal/Technical Skills Ability t explain value cncepts, e.g., Ttal Cst f Ownership (TCO) Best Practices knwledge Increase Perfrmance Cmmdity knwledge and technical expertise Prmtes sustainability in the institutin s prcesses and systems Supplier relatinship management skills Technlgy skills (e.g., eprcurement, search tls, MS Office suite) Understands and engages strategic surcing principles Understands fundamentals f cntract law, cntracting authrity, wrking with cunsel Organizatinal Agility Planning Pririty setting Self-Develpment Lead Others Drive Results Build Relatinships Cmmunicatin Cnflict Reslutin Custmer Fcus Negtiating Valuing Diversity Actin Oriented Creativity Drive fr Results (drives accuntability, respnsibility & wnership) Prblem Slving Prcess Management Risk Management Strategic Agility Building Effective Teams Change Agent Decisin Making Develping Others Hiring & Staffing (HRM skills including recruitment strategy, nbarding, successin planning) Integrity & Trust 2013 NAEP D nt reprduce r distribute withut permissin frm NAEP Created by the Prfessinal Develpment Cmmittee in 2012 and updated in 2013

2 What are cmpetencies? NAEP Cmpetency Mdel Cmpetencies are the skills, behavirs, and attitudes that lead t high perfrmance. 1 Hw can Members use the NAEP Cmpetency Mdel? Cmpetency mdels are used thrughut the stages f the emplyee lifecycle. 1. Wrkfrce Planning: While identifying the needs f the future, leadership can ensure that cmpetencies align with the institutin s strategic gals. The desired cmpetencies can be used t determine which psitins are needed and develp crrespnding jb descriptins. 2. Recruitment & Selectin: Questins regarding desired cmpetencies can be incrprated int the structured interview. 3. Onbarding/Training & Develpment: An nging prfessinal develpment plan shuld be created fr each individual based upn cmpetencies fr his/her psitin. Individuals that d nt demnstrate a desired cmpetency can receive caching, mentring, n-the-jb training, utside training, etc. Leadership develpment prgrams can be based upn the cmpetencies needed f current and future leaders. 4. Perfrmance Management: Individuals shuld cnsistently be bserved, evaluated, cached and prvided feedback based upn desired cmpetencies. 5. Career Planning: The cmpetency mdel ffers guidance fr individuals lking t make a vertical r lateral mve. 6. Transitin: As a transitin decisin is made, leadership can assess the current cmpetencies f the psitin and determine if changes shuld be made fr the future. The cmpetencies can als assist the individual wh is transitining as he/she makes decisins regarding a new psitin and/r rganizatin. NOTE: It is recmmended that Members align the NAEP cmpetencies with their institutin s missin, visin, values, and strategic gals. 1 Surce: The Art and Science f Cmpetency Mdeling: Best Practices in Develping and Implementing Success Prfiles, Krn/Ferry Institute, NAEP D nt reprduce r distribute withut permissin frm NAEP The NAEP Mdel is based upn NAEP Traits, Knwledge and Skill Set Requirements fr Prcurement Prfessinals, develped by NAEP Prfessinal Develpment Cmmittee, Cmpetencies and key behavirs adapted frm Lmbard, M.M., and Eichinger, R.W. (2006). FYI Fr Yur Imprvement 4 th Editin, A Guide fr Develpment and Caching. Lminger Internatinal: A Krn/Ferry Cmpany. 1

3 Abut the Mdel NAEP Cmpetency Mdel Each cmpetency in this mdel includes a list f key behavirs. The key behavirs are examples f bservable actins that demnstrate an individual is using this cmpetency. The fllwing cmpetencies are expected t be demnstrated by prcurement prfessinals within the fllwing levels and psitins. Entry-Level - an individual just beginning a purchasing career wh may have ne t three years f purchasing experience. Psitins that may be included in this level: Prcurement Assistant (nn-exempt) Prcurement Analyst Buyer Mid-Level - mre advanced prcurement prfessinal with five t eight years f experience in purchasing. Psitins that may be included in this level: Buyer Prcurement Analyst Pcard Administratr Prcurement Systems Manager Senir Buyer Cmmdity Manager Supplier Diversity Manager Categry Lead Strategic Prcurement Specialist/Manager Advanced - experienced prcurement prfessinal with mre than eight years f experience in purchasing and/r management respnsibility. Psitins that may be included in this level: Assciate Directr Assistant Directr Directr Assistant Vice President Vice President Chief Prcurement Officer 2013 NAEP D nt reprduce r distribute withut permissin frm NAEP The NAEP Mdel is based upn NAEP Traits, Knwledge and Skill Set Requirements fr Prcurement Prfessinals, develped by NAEP Prfessinal Develpment Cmmittee, Cmpetencies and key behavirs adapted frm Lmbard, M.M., and Eichinger, R.W. (2006). FYI Fr Yur Imprvement 4 th Editin, A Guide fr Develpment and Caching. Lminger Internatinal: A Krn/Ferry Cmpany. 2

4 NAEP Cmpetency Mdel Cmpetency Wheel This cmpetency wheel is based upn the University f Flrida s Cmpetency Mdel NAEP D nt reprduce r distribute withut permissin frm NAEP The NAEP Mdel is based upn NAEP Traits, Knwledge and Skill Set Requirements fr Prcurement Prfessinals, develped by NAEP Prfessinal Develpment Cmmittee, Cmpetencies and key behavirs adapted frm Lmbard, M.M., and Eichinger, R.W. (2006). FYI Fr Yur Imprvement 4 th Editin, A Guide fr Develpment and Caching. Lminger Internatinal: A Krn/Ferry Cmpany. 3

5 NAEP Cmpetency Mdel Cmpetencies and Key Behavirs Increase Perfrmance Cmpetency Ethics and Values Functinal/Technical Skills Organizatinal Agility Planning Pririty setting Self-Develpment Key Behavirs Adheres t an apprpriate (fr the setting) and effective set f cre values and beliefs during bth gd and bad times Acts in line with thse values Rewards the right values and disapprves f thers Practices what he/she preaches Has the functinal and technical knwledge and skills t d the jb at a high level f accmplishment that includes: Ability t explain value cncepts, e.g., Ttal Cst f Ownership (TCO) Best Practices knwledge Cmmdity knwledge and technical expertise Prmtes sustainability in the institutin s prcesses and systems Supplier relatinship management skills Technlgy skills (e.g., eprcurement, search tls, MS Office suite) Understands and engages strategic surcing principles Understands fundamentals f cntract law, elements f a cntract, and cntracting authrity and wrking with cunsel Interdisciplinary knwledge Facilitates cllabratin acrss the institutin; Understands and navigates plitical landscape Knwledgeable abut hw rganizatins wrk Knws hw t get things dne bth thrugh frmal channels and the infrmal netwrk Understands the rigin and reasning beynd key plicies, practices, and prcedures Understands the culture f the rganizatin Accurately scpes ut length and difficulty f tasks and prjects Sets bjectives and gals Breaks dwn wrk int the prcess steps Develps schedules and task/peple assignments Anticipates and adjusts fr prblems and radblcks Measures perfrmance against gals Evaluates results Spends his/her time and the time f thers n what is imprtant Quickly zers in n the critical few and puts the trivial many aside Can quickly sense what will help r hinder accmplishing gals Eliminates radblcks Creates fcus Is persnally cmmitted t and actively wrks t cntinuusly imprve him/herself Understands that different situatins and levels may call fr different skills and appraches Wrks t deply strengths Wrks n cmpensating fr weakness and limitatins 2013 NAEP D nt reprduce r distribute withut permissin frm NAEP The NAEP Mdel is based upn NAEP Traits, Knwledge and Skill Set Requirements fr Prcurement Prfessinals, develped by NAEP Prfessinal Develpment Cmmittee, Cmpetencies and key behavirs adapted frm Lmbard, M.M., and Eichinger, R.W. (2006). FYI Fr Yur Imprvement 4 th Editin, A Guide fr Develpment and Caching. Lminger Internatinal: A Krn/Ferry Cmpany. 4

6 NAEP Cmpetency Mdel Cmpetencies and Key Behavirs Build Relatinships Cmpetency Cmmunicatin Cnflict Reslutin Custmer Fcus Negtiating Valuing Diversity Key Behavirs Is effective in a variety f frmal presentatin settings: ne n ne, small and large grups, with peers, direct reprts, and bsses Is effective bth inside and utside the rganizatin, n bth cl data and ht and cntrversial tpics Handles cntrversial tpics diplmatically/tactfully Cmmands attentins and can manage grup prcess during the presentatin Can change tactics midstream when smething isn t wrking Is able t write clearly and succinctly in a variety f cmmunicatin settings and styles Can get messages acrss that have the desired effect Practices attentive and active listening Steps up t cnflicts, seeing them as pprtunities Reads situatin quickly Gd at listening Can hammer ut tugh agreements and settle disputes equitably Can find cmmn grund and get cperatin with minimum nise Is dedicated t meeting the expectatins and requirements f internal and external custmers Gets first hand custmer infrmatin and uses it fr imprvements in prducts and services Acts with custmer in mind Establishes and maintains effective relatinships with custmers and gains their trust and respect Can negtiate skillfully in tugh situatins with bth internal and external grups Can settle differences with minimum nise Can win cncessins withut damaging relatinships Can be bth direct and frceful as well as diplmatic Gains trust quickly f ther parties t the negtiatins Has a gd sense f timing Deals effectively with all races, natinalities, cultures, disabilities, ages, and bth sexes Supprts equal and fair treatment and pprtunity fr all Builds relatinships and prvides pprtunities with diverse vendrs Manages all kinds and classes f peple equitably Seeks and encurages diversity in staffing at all levels f the rganizatin 2013 NAEP D nt reprduce r distribute withut permissin frm NAEP The NAEP Mdel is based upn NAEP Traits, Knwledge and Skill Set Requirements fr Prcurement Prfessinals, develped by NAEP Prfessinal Develpment Cmmittee, Cmpetencies and key behavirs adapted frm Lmbard, M.M., and Eichinger, R.W. (2006). FYI Fr Yur Imprvement 4 th Editin, A Guide fr Develpment and Caching. Lminger Internatinal: A Krn/Ferry Cmpany. 5

7 NAEP Cmpetency Mdel Cmpetencies and Key Behavirs Drive Results Actin Oriented Creativity Cmpetency Drive fr Results (drives accuntability, respnsibility, and wnership) Prblem Slving Prcess Management Risk Management Strategic Agility Key Behavirs Enjys wrking hard Is actin riented and full f energy fr the things he/she sees as challenging Nt fearful f acting with a minimum f planning Seizes mre pprtunities than thers Cmes up with a lt f new and unique ideas Easily makes cnnectins amng previusly unrelated ntins Tends t be seen as riginal and value added in brainstrming settings Can be cunted n t exceed gals successfully Is cnstantly and cnsistently ne f the tp perfrmers Very bttm line riented Steadfastly pushes self and ther fr results Uses rigrus lgic and methds t slve difficult prblems with effective slutins Prbes all fruitful surces fr answers Can see hidden prblems Is excellent at hnest analysis Lks beynd the bvius and desn t stp at the first answers Gd at figuring ut the prcesses necessary t get things dne Knws hw t rganize peple and activities Understands hw t separate and cmbine tasks int efficient wrk flws Knws what t measure and hw t measure it Can see pprtunities fr synergy and integratin where thers can t Can simplify cmplex prcesses Gets mre ut f fewer resurces Fresees risks and allws fr cntingencies when planning Identifies and analyzes risk and its impact Develps and implements strategies fr risk mitigatin Tracks risk and cmmunicates t all necessary individuals Sees ahead clearly Can anticipate future cnsequences and trends accurately Has brad knwledge and perspective Is future riented Can articulately paint credible pictures and visins f pssibilities and likelihds Can create cmpetitive and breakthrugh strategies and plans 2013 NAEP D nt reprduce r distribute withut permissin frm NAEP The NAEP Mdel is based upn NAEP Traits, Knwledge and Skill Set Requirements fr Prcurement Prfessinals, develped by NAEP Prfessinal Develpment Cmmittee, Cmpetencies and key behavirs adapted frm Lmbard, M.M., and Eichinger, R.W. (2006). FYI Fr Yur Imprvement 4 th Editin, A Guide fr Develpment and Caching. Lminger Internatinal: A Krn/Ferry Cmpany. 6

8 NAEP Cmpetency Mdel Cmpetencies and Key Behavirs Lead Others Cmpetency Building Effective Teams Change Agent Decisin Making Develping Others Hiring & Staffing (HRM skills including recruiting, nbarding, & successin planning) Integrity & Trust Key Behavirs Blends peple int teams when needed Creates strng mrale and spirit in his/her team Shares wins and successes Fsters pen dialgue Lets peple finish and be respnsible fr their wrk Defines success in terms f the whle team Creates a feeling f belnging in the team Can effectively cpe with change Can shift gears cmfrtably Cmmunicates visin and need fr change Implements change initiatives Serves as a persnal mdel f change Makes gd decisins based upn a mixture f analysis, wisdm, experience, and judgment Makes decisins in a timely manner, smetimes with incmplete infrmatin and under tight deadlines and pressure Mst f his/her slutins and suggestins turn ut t be crrect and accurate when judged ver time Sught ut by thers fr advice and slutins Mentring skills Prvides challenging and stretching tasks and assignments Hlds frequent develpment discussins Is aware f each persn s career gals Cnstructs cmpelling develpment plans and executes them Encurages peple t accept develpmental mves and seek prfessinal develpment pprtunities Will take n thse wh need help and further develpment Cperates with the develpmental system in the rganizatin Is a peple builder Has a nse fr talent Hires the best peple available frm inside r utside Is nt afraid f selecting strng peple Assembles talented staffs Is widely trusted Seen as a direct, truthful individual Can present the unvarnished truth in an apprpriate and helpful manner Keeps cnfidences Admits mistakes Desn t misrepresent him/herself fr persnal gain 2013 NAEP D nt reprduce r distribute withut permissin frm NAEP The NAEP Mdel is based upn NAEP Traits, Knwledge and Skill Set Requirements fr Prcurement Prfessinals, develped by NAEP Prfessinal Develpment Cmmittee, Cmpetencies and key behavirs adapted frm Lmbard, M.M., and Eichinger, R.W. (2006). FYI Fr Yur Imprvement 4 th Editin, A Guide fr Develpment and Caching. Lminger Internatinal: A Krn/Ferry Cmpany. 7