Core competencies update to McMaster community
The Core Competencies Steering Committee has prepared a report to update the McMaster community on the competency-based system for managers and academic leaders.
Written by members of the Core Competencies Steering Committee, the report provides an overview of several initiatives being implemented this December and in 2005 to help integrate McMaster's six core competencies into key human resources practices across the University. These include: position descriptions, recruiting, interviewing/selecting, training and development, and performance management.
The committee oversees McMaster's competency-based system. The core competencies are communicating, developing people, leading, embracing change, optimizing service relationships and employing university acumen.
The committee is chaired by Heather Grigg of computing and information services and includes Nancy Balfoort (pathology), Andy Hrymak (chemical engineering), Sue Inglis (kinesiology), Debbie Marinoff-Shupe (athletics and recreation), Barbara McDonald (library), Denise Mirabelli (business), and Jason Cole (human resources services).
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McMaster's continuing commitment to leadership & management
By Core Competencies Steering Committee
Leadership Development
In January of this year, core competencies training became available to McMaster's managers and academic leaders for the first time. This training is an investment in the talented and dedicated individuals currently working at the University. The inaugural course offerings examine Communicating', Developing People', and Optimizing Service Relationships'. These courses were designed based on the feedback and evaluation of more than 30 McMaster managers who participated in pilot offerings in the fall of 2003.
About 30 managers participated once again in a second set of pilot offerings this fall to support the development of the Leading', Embracing Change', and Employing University Acumen' workshops. Feedback from these sessions included: “excellent course”; “enjoyed the situational style of learning”; “good variety of material and content”; “excellent instructor”.
There was also constructive feedback on how to make these workshops even better. These comments are being analyzed by the Centre for Continuing Education (CCE), the training provider, so that the core competencies workshops can be improved and the learning outcomes of subsequent participants will be solid.
The University's first priority has been to encourage managers and academic leaders of people to participate in this training opportunity. Once this occurs, the training will be opened up to all of The Management Group (TMG). Participation in the training has been picking up strength recently, and many of the offerings are now full to the end of 2004.
The Steering Committee is pleased to announce that a new 2005 Course Calendar is now available, and it includes offerings for all six core competencies throughout the year. Managers and academic leaders of people are encouraged to register now by contacting CCE.
Key Human Resources Practices Change
In addition to training and development, a significant part of the Core Competencies Steering Committee's mandate has been to integrate the competencies into other key human resources practices.
The Steering Committee is pleased to announce that all new and existing position descriptions in TMG will include McMaster's six core competencies. Hiring managers and academic leaders are encouraged to ensure that all TMG position descriptions state: “The [position title] possesses and actively champions McMaster's Core Competencies: Communicating, Developing People, Leading, Embracing Change, Optimizing Service Relationships, and Employing University Acumen.” Please contact Rob Liston (listonr@mcmaster.ca; ext. 23936) or Connie Thibideau (thibidc@mcmaster.ca; ext. 27260), compensation analysts in human resources services, for more information.
Job postings for members of TMG will also now include a statement that helps the University attract and retain people who understand and demonstrate McMaster's six core competencies. Hiring managers and academic leaders are encouraged to ensure all TMG job postings read: “You are an energetic and passionate professional, able to personify McMaster's six Core Competencies: Communicating, Developing People, Leading, Embracing Change, Optimizing Service Relationships, and Employing University Acumen.”
In addition to the job posting, templates have been developed by Human Resources Services for hiring managers and academic leaders who are interested in integrating the core competencies or aspects of them into interviewing and selecting candidates for positions in TMG. These templates as well as information on the new employee career services initiative will be available in the Leading' workshop, which examines “recruiting, motivating, and retaining the best talent available”.
Finally, the new performance management system for TMG, enCompassing Visions, contains a module that will enable the University to measure performance based on McMaster's six core competencies. This module will be used once managers have had an opportunity to take the training. The goal setting module of enCompassing Visions, however, is currently on-line. Managers and academic leaders can learn more by contacting Melanie Richber (richber@mcmaster.ca; ext. 23873), human resources consultant, human resources services.
The organization's culture and style of leading and managing is a key contributor to workplace satisfaction and organizational effectiveness. Leadership starts at the top, and the continued support of the McMaster community to our six core competencies is critically important to the University's success in strengthening and focusing the practice of management and leadership at the University.
For further information, visit the Core Competencies web site at www.workingatmcmaster.ca/corecompetencies or contact Heather Grigg, chair (ext. 24084; grigghm@mcmaster.ca) or any member of the Core Competencies Steering Committee.
