The Electric Cooperative Employee Competency model is meant to provide a foundation for cooperatives to customize for their needs and circumstances. It is a tool to help cooperatives align the talent of their employees to achieve goals, execute more effectively and enhance leadership impact.
Overview
Core Competencies
Role-Specific Competencies
Supervisory, Management and Leadership
[row layout="standard"]
[column 12 layout="standard"]
ELECTRIC COOPERATIVE EMPLOYEE COMPETENCIES
[/column]
[/row]
[row margin-top="75" margin-right="50" margin-bottom="75" margin-left="50"]
[column 4 layout="default"]
Role-Specific Competencies
- Administrative
- Finance and Accounting
- Human Resources
- Communication and Relationship Management
- Supply Chain Management and Procurement
- Safety/Loss Control
- Distribution Engineering
[/column]
[column 4]
Core Competencies
- Business Acumen
- Interactions With Others
- Resourcefulness and Accountability
[/column]
[column 4]
Supervisory, Management and Leadership- Governance and Strategy
- External Leadership
- Getting Results
- Working With and Through Others
- Doing the Right Thing
[/column]
[/row]
[background layout="full-width" alignment="left" height="100%25" full-screen="true" color="%23d6d9d7" color-transparency="0.5" padding-right="275" padding-left="275"]
This new framework can be a resource for:
-
Employees who want to identify learning opportunities. Competency models can help individuals target the unique mix of skills and knowledge they need to achieve their professional goals and support their co-op's job roles.
-
Supervisors who want to work with their employees to identify knowledge and skill gaps and build learning development plans.
-
Cooperatives to improve organizational results by aligning a competency framework to the cooperative's strategic goals and priorities. Competencies then become a workforce management tool for building job descriptions, recruiting, performance management and succession planning.
NRECA has worked with subject matter experts and member advisory groups to develop and validate competencies (knowledge, skills, and abilities) in three broad categories:
- Role-Specific Competencies address specific professional and technical roles.
- Core Competencies support successful performance for ALL cooperative employees, regardless of the individual's role or expertise.
- Supervisory, Management and Leadership Competencies promote the qualities needed to engage and lead individuals and high performing teams and affect organizational results.
If you'd like an Excel version of the competencies, please contact jeanette.will@nreca.coop.[/background]
Resources
[section separator="true"]
[section-item 6]
[/section-item]
[section-item 6]
[row center middle]
[column 8 center middle]
[tiles medium shape="wide" style="flat"]
[tile lightbox link="https%3A%2F%2Fwww.youtube.com%2Fwatch%3Fv%3DdKntH2-0rKg" image="%2Fconferences-education%2Fcompetencies%2FPublishingImages%2FPages%2Fdefault%2F2020%20NRECA%20Competency_play%20button_small.png"] [/tile]
[/tiles]
[/column]
[column 4][/column]
[/row]
[/section-item]
[/section]
[row layout="full-width" full-page="true" color="%2334bdc5"]
[column 12 layout="default" padding-right="100" padding-left="100" margin-right="100" margin-left="100"]
For information regarding competency development and using competencies to address learning needs ...Jeanette Will, Senior Program Manager, Education & TrainingJeanette.Will@nreca.coop703-907-6374
For information about using competencies for talent management needs ...Desiree Dunham, Manager, Talent ProgramsDesiree.Dunham@nreca.coop703-907-5995[/column]
[/row]
