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Note (June 4, 2003): This competency profile will be revised
to be consistent with the new Alberta public service competency model. Information
on that model is available at: http://www.pao.gov.ab.ca/learning/competencies/apscomp/index.html.
On this page:
Your Results Orientation
Competence - Tips for Staff
Competence - Tips for Supervisors
for an Interview - Possible Questions
measures of excellence.
work unit success.
|Knowing what results are
important, focusing resources to achieve them.
||Uses own specific
methods of measuring outcomes against a standard of excellence that
exceeds established standards or expectations.
changes in work methods and skills to improve personal performance and
processes within the unit for the greater good of the organization.
Commits significant resources to improve performance while taking action
to minimize risks.
clear understanding of all the factors affecting improvement of results
within the organization. Analyzes all options. Initiates
actions to optimize resources for the achievement of improved
The Leadership Development Toolkit has a number of self-assessment tools
related to results orientation. Click
here to access them.
On-the-Job Competency Development|
|Creates own measures of
- Write your own personal statement of the results you
are committed to that you will invest your time and energy in.
- With input from your supervisor, develop a performance
management plan. Be sure to include group and individual measures
to gauge success as well as scheduled progress reviews.
- Talk to people in senior positions about their roles
and what it takes to be successful.
- at the end of the day and the end of each week. take
some time to review the progress on your goals and objectives.
- Request feedback from your manager, colleagues, clients
and team members. Look for common themes. From this
feedback, identify one skill/ability to work on. Develop a plan to
improve in that area and implement it. Remember to schedule
regular performance reviews.
- After working on a strategy for a while with no
success, consider the lack of success a signal that you may need to take
another approach. Take some time to brainstorm ideas on different
approaches you could take.
- Set motivating rewards for yourself based on your
results and remember to reward yourself when you reach your
|Contributes to work unit
- Conduct a work unit planning session. Brainstorm
successes and failures and use the ideas generated to develop improved
processes within the work unit.
- Set aside the appropriate time and resources to
implement the new processes.
|Contributes to organization
- Have a discussion with a colleague, manager or senior
executive about the factors that affect the improvement on results
within the organization.
- To practice analyzing, look at an organizational
decision that was recently made.
- What were the factors that contributed to the
- What were the other options?
- How will this decision effect you, your department,
your clients and the organization?
- What can you do to facilitate effective
- Take some time in a staff meeting to discuss how your
group's performance contributes to organizational success. Discuss
organizational results and what you and your team are and are not doing
to impact those results. Set reasonable goals to maximize your
- Keep employees focused on their performance
- Coach employees as they find their own ways to improve
their personal performance.
- At staff meetings, review progress on goals and
- Help employees articulate how their efforts have
contributed to the organization's goals.
- Involve the work unit in discussions about how they can
work to increase overall performance.
- Encourage employees to take stretch assignments.
Describe something you have done to improve the performance of
your work unit.
Describe something you have done to maximize or improve the use
of resources beyond your own work unit to achieve improved results.