Michigan Technological University Competency Model

Introduction
Michigan Tech developed this competency model to assist and guide employees at all levels and functions at the University in understanding the
competencies required for the success in their position. Eleven competencies are identified; five standard competencies are foundational and
apply to all employees regardless of position or function at the University and six competencies have varying proficiency levels.
The six competencies with varying proficiency levels are: Leadership, Knowledge, Accountability, Communication, Continuous Improvement, and
Safety and Risk Management.
The five standard competencies include: Confidentiality and Sensitive Information; Diversity, Cultural Competence, and Inclusion; Ethics; Service
Excellence; and Fiscal Stewardship.
What is a Competency?
A competency is the ability to apply or use a set of related knowledge, skills, and abilities to
perform effectively in the work environment. Competencies are then applied as measurable and
observable behaviors and activities that impact performance.
Competency
How to Use this Competency Model?
Competencies aid in the recruitment and selection of employees, the assessment of employee
performance, and discussions related to career progression and employee development.
In each of the following competency charts, the competency definitions can be utilized directly Behavior
on job postings.
Proficiency levels will also be determined for each position and discussed annually with staff
during the performance management process.
Outputs
Related Resources
Michigan Tech Strategic Plan: http://www.mtu.edu/stratplan/
Michigan Tech Values: http://www.mtu.edu/stratplan/values/
Results

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Leadership
Competency Definition
Ability to create a positive working environment, which influences, encourages, and supports others to deliver results.
Competency Proficiency Levels
Proficiency
Role Model
Level
Lead by example,
contributing with
Definition
honesty, respect, and
integrity.
Set and achieve
personal performance
targets while keeping
others informed of
progress and barriers.
Attributes Support vision and
values in daily work
and actions. Cooperate
within a team to
achieve goals and
deliverables.
Emerging Leader
Champion University
vision and values
through day to day
activities and
behavior.
Identify short term goals
to support long term
strategy. Obtain input
from others to promote
effectiveness of the
group. Model desired
behaviors. Create
synergies across work
groups and teams.
Transformational
Effective Leader Strategic Leader
Leader
Implement strategic
Establish a clear direction, keeping Set strategic
direction and purpose to University vision and direction and
support University vision values at the promote University
and values. forefront of decision- vision and values.
making.
Create an environment
where ideas can be
shared, questions asked,
Communicate vision
and individuals are held
and values to others
accountable. Establish a Visionary about the
to inspire commitment.
clear direction that guides future of the
Ensure others support
others. Enable cooperative University.
University vision and
and productive group
values.
interactions. Create
structure to allow a team to
perform at its best.

Competency Developmental Activities

 Do research about leadership, coaching, and/or mentoring.
 Identify a mentor to engage with and learn from or be a mentor to someone
 Take a training course in leadership such as Dale Carnegie training.
 Request to shadow an experienced leader you admire.
 Identify ways to build positive relationships with colleagues.
 Take a training course in coaching employees for success.
 Volunteer for a role in University activities such as LeaderShape, University Senate, Staff Council, or a departmental committee.
 Request an opportunity to lead an initiative.

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Knowledge
Competency Definition
Demonstrate job-related and professional knowledge and apply it to execute essential job functions successfully.
Competency Proficiency Levels
Proficiency Comprehensive
Entry Level Working Knowledge In-depth Knowledge Expert
Level Knowledge
Expert knowledge
Advanced Comprehensive
Basic proficiency in the Moderate level of related to principles,
knowledge of knowledge of
use of appropriate knowledge in field; is theories, and
concepts, practices, concepts, practices,
techniques, tools, and able to gather and practices in area of
Definition and procedures and procedures
software; adequate analyze data, reason expertise and related
within field of within field of
knowledge to perform logically, and draw specialties,
specialization and/or specialization and
tasks. valid conclusions. including
management. management.
management.
Knowledge of methods Understand complex
Knowledge of functional
and procedures Aware of emerging elements of other Serve as a consultant
skills and procedures
required to perform trends and changes in specialties and has a in fields of expertise to
required to perform
tasks. Apply goals, field of specializations. cross-functional internal and external
tasks. Apply knowledge
priorities, and related Develop methods perspective. departments and
Attributes and related procedures
procedures to determine and/or procedures. Knowledge of customers. Aware of
to determine course of
course of action. Gather Understand emerging technologies emerging broad
action. In-depth
and analyze data, fundamental elements applicable to issues and
knowledge of a particular
reason logically, and of other specialties. department or multiple management trends
topic may be required.
draw valid conclusions. department processes.

Competency Developmental Activities

 Take a course to build your skill level for tools and software required in your position
 Serve and support university activities that could benefit from your knowledge/skill-set
 Network and/or benchmark with others in your field of work
 Take time to learn applicable University policies and procedures
 Subscribe to Tech Today, professional journals, and/or publications
 Become a member of a professional association related to a specific discipline

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Accountability
Competency Definition
Commit to deliver on job responsibilities, responsible for self and contributions to the organization, and present oneself as a credible
representative of the University.
Competency Proficiency Levels
Proficiency
Individual Contributor
Level
Demonstrate ability to
Definition exercise independent
thought and judgment.
Work is guided by
defined policies and
established precedents.
Refer situations to
supervisor which
existing guidelines
cannot be applied or
Attributes
require deviation. Utilize
established policies and
procedures to analyze
facts or circumstances
surrounding problems or
transactions to take
appropriate action.
Competency Developmental Activities
 Incorporate more frequent check-ins to monitor your projects and/or performance goals
 Become familiar with policies and procedures related to your position
 Create action plans to ensure success
 Ask for a new assignment or to lead a project
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Team Contributor
Demonstrate
understanding of
policies and procedures
to carry out activities
autonomously and
resolve issues with
some guidance.
Work is guided by broad
operating policies and
department guidelines.
Refer situations to
supervisor which require
significant deviation from
existing guidelines.
Exercise independent
judgment and autonomy
as defined by
departmental policies and
guidelines.
Inter-Departmental
Unit Leader University Leader
Administrator
Provide solutions to
Plan and execute the Strategically
resolve issues
design and develop, execute,
affecting the unit
development of broad and analyze
while having the
administrative and complex situations
ability to grant
fiscal policies with little with wide range
exceptions when
direction. impact.
appropriate.
Provide
recommendations that
Work is guided by
influence University
University policies Evaluate the impact
policies or programs.
and established of University policy
Provide fiscal,
strategies and plans. and procedural
administrative, and policy
Resolve non-routine changes and adjust
direction and ensure the
or unusual issues. accordingly.
integration of programs
Responsible for Interpret and
and services. Plan and
tracking information, possibly grant
execute the design,
monitoring accounts, exceptions to
development, and
and account University policies
management of systems
maintenance.
to meet current and
future business needs.
Communication
Competency Definition
Understand and communicate effectively with others within a variety of contexts and using a variety of formats, which include writing, speaking,
reading, listening and interpersonal skills.
Competency Proficiency Levels

Proficiency Proficient Collaborative Proactive Strategic

Refined Communicator
Level Communicator Communicator Communicator Communicator
Interpret and Communicate
Display well
communicate complex direction and Champion initiatives
developed oral and Promote a
concepts using performance through proactive
written collaborative climate
Definition persuasion and requirements to communication,
communication that shapes strategic
negotiation to build others in a coaching, and
skills and effective direction and vision.
consensus and compelling and influence.
listening.
cooperation. engaging manner.
Communicate complex Communicate
Listen and present Establish and maintain issues clearly and strategically to achieve
Maintain continuous,
ideas effectively in constructive and credibly with internal specific objectives. Use
open and consistent
formal and informal cooperative and external a variety of
communication with
Attributes situations. interpersonal audiences. Bring communication vehicles
others. Share complete
Communicate well in relationships. Tailor opposing groups or and opportunities to
and accurate information
writing with accuracy communication to individuals together in promote dialogue and
with others.
and attention to detail. diverse audiences. order to accomplish develop shared
organizational goals understanding.

Competency Developmental Activities

 Practice to develop effective listening skills
 Identify a colleague to read and critique your written work
 Take a public speaking course
 Identify a practice or activity to expand your vocabulary
 Seek opportunities to develop networking skills and develop broad organizational networks
 Volunteer to present or write something
 Attend a critical writing or critical thinking training

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Continuous Improvement
Competency Definition
Practice a philosophy built around establishing a collaborative culture that focuses on solving problems, eliminating wasteful activities, and
increasing customer value.
Competency Proficiency Levels

Proficiency Transformational
Learner Practitioner Improvement Leader Implementation Leader
Level Leader
Lead collaborative Champion and
Understand and
Commit to learning improvement efforts support the use of
practice continuous Encourage the use of
continuous and projects and continuous
improvement continuous
improvement encourage learning improvement
Definition strategies and improvement strategies
strategies and apply and practice of strategies for the
analyze data to and set priorities for
them to everyday continuous development of a
identify areas for improvement.
work. improvement problem solving
improvement.
strategies. culture.

View improvement as a Establish a culture that Set high expectations

Understand and
normal component of Mentor and/or support focuses on continuous for management to
actively practice a
daily work for self and others in learning improvement and practice continuous
continuous
others. Respond to about continuous remove obstacles that improvement strategies.
improvement
Attributes change with a positive improvement impede continuous Establish a system that
philosophy. Collect
attitude and willing to strategies. Identify and improvement initiatives. drives continuous
and analyze data,
learn new strategies to lead problem solving Plan, model, coordinate, improvement practices
and use findings to
accomplish work projects and coach continuous and champion efforts
justify efforts.
activities and objectives improvement activities. over time.

Competency Developmental Activities

 Experiment with improvement ideas for your own work
 Identify an improvement need and take action to resolve the problem
 Dedicate time to discuss improvement initiatives and their execution
 Participate in a training opportunity offered by the Office of Continuous Improvement
 Volunteer to become a Lean Facilitator through the Office of Continuous Improvement
 Subscribe to the Office of Continuous Improvement's Blog or check out a book from their Lean Library

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Safety and Risk Management
Competency Definition
Focus on the operational, financial, reputational, strategic, and compliance risk of the University. Specifically relate to workplace laws, regulations,
standards, and best practices relating to physical safety and security, security of data and sensitive information, and compliance.
Competency Proficiency Levels
Proficiency
Practitioner
Level
Understand,
encourage, and carry
out the principles of
Definition
workplace safety,
security, and
compliance.
Performs work in a safe
manner at all times. Use
personal protective gear
as required. Organize
the personal workspace
to minimize the
likelihood of accidents
Attributes
or unsafe conditions.
Check for and reports
potential hazards.
Encourage and support
others to be safe while
at work. Attend required
training.
Competency Developmental Activities
 Identify distinct areas in which your department/position should be more safety minded
 Incorporate safety into regular/patterned discussion
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Role Model
Demonstrate
commitment to a
culture of safety and
compliance by
setting safety and
risk management as a
key professional
value and essential
component of daily
practice.
Understand the risks
associated with the
work they do and are
responsible for. Identify
solutions to control risk.
Recognize situations
and settings in which
safety, security, and
compliance problems
may arise.
Communicates
effectively to prevent
adverse events.
Leader Strategic Planner Direction Setter
Demonstrate
Promote the creation,
understanding of the
Provide leadership dissemination,
organizational roles
and integrate translation, and
and responsibilities
safety and risk implementation of
for safety and risk
management knowledge and best
management among
activities to foster practices for a culture of
management,
a culture of safety. safety and risk
supervisors, and
management.
employees.
Systematically Optimize human and
Use understanding of key
identify, implement, environmental factors
operational, financial,
and evaluate safety to minimize risk and
strategic, reputational, and
and risk achieve a safe and
compliance risks to set
management secure workplace.
priorities for the university.
solutions. Work with Mentor others to
Recognize and reward
staff and consult further foster a culture
behavior that positively
with experts to solve of safety and risk
impacts safety and risk
safety problems and management and
management.
to mitigate identified follow their progress.
Communicate on behalf of
risks. Review or Undertake formal
the university related to
audit tasks, facilities, assessments of risk,
risk, safety, and
and processes to compliance, and
compliance.
monitor risk. safety.
Michigan Tech Standard Competencies

Core Competency Definition

Confidentiality/Sensitive Respect formal rules and cultural practices that limit access or place restrictions on certain types of information.
Information Protects all information as directed.
Diversity, Cultural
Support and promote an environment that holds opportunities for all and values, encourages, and supports
Competence, and
differences.
Inclusion
Earn trust and respect through consistent honesty and professionalism in all interactions. Behave in accordance
Ethics with sound personal and business principles and values through openness, candor, truthfulness, and
forthrightness.
Follow fiscal guidelines, regulations, principles, and standards when committing fiscal resources or processing
Fiscal Stewardship
financial transactions.
Understand and work to meet the needs of the university and greater community, and strive to build and maintain
Service Excellence
satisfaction without compromising institutional values.

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