Core Competencies

Question 1

What is a competency?

Answer 1

Any skill, knowledge or behaviour that drives superior performance

Question 2

What are the 2 types of competencies? Describe each.

Answer 2

Technical- WHAT

Behavioural- HOW

Question 3

Advocating- what and why?

Answer 3

Inclination to champion a cause, is important so that we can give a voice to the individuals who are incapable of speaking for themselves (behavioural competency)

Question 4

Creative problem solving & decision making- what and why?

Answer 4

Ability to identify and solve problems by understanding the situation, so that we can choose the most appropriate course of action dependant on circumstances, since service environment is changing so often, we need to be creative and innovative to ensure cost effective and supportive ways to solve said problems

Question 5

Collaboration- what and why?

Answer 5

Communication, creates an alignment within and across groups, this competency is all about teamwork to provide high levels of service to those supported

Question 6

Developing others-what and why?

Answer 6

Passion and intent to foster short and long term learning of individuals, since our field experiences significant human resource challenges, we need to ensure all learning and development of individuals supported is focused on

Question 7

Fostering Independence in Others- what and why?

Answer 7

Enabling individuals to be self sufficient, critical in empowering people with DD to know that they can do anything they put their mind too

Question 8

Holding People Accountable- what and why?

Answer 8

Communicating directly what the wants and/or needs are, holding people accountable to high levels of performance, or confronting problems promptly.

Question 9

Initiative- what and why?

Answer 9

Taking action, effective performance

Question 10

Interpersonal Relations & Respect- what and why?

Answer 10

Dealing with people in a respectful and sensitive manner, showing concern for the welfare, and feelings of others, is important so we can gain a deeper understanding of others and their behaviour, so we can have effective relationship building and high quality service and support

Question 11

Leading others- what and why?

Answer 11

Providing direction, inspiration, and clarity to create a beneficial future, enables people to move forward to meet established goals.

Question 12

Managing change- what and why?

Answer 12

Supporting a change by helping employees/ individuals and their families on how to cope with changes made, is important so we can effectively ensure that changes don’t cause too much of an uproar.

Question 13

Relationship/ Network building

Answer 13

Building and maintaining effective relationships, partnerships and networks to ensure individuals and their families get the best support we can possibly provide

Question 14

Resilience- what and why?

Answer 14

Maintaining proper performance while dealing with the mental strain of working in this field, is important so that we can maintain high quality service to those supported

Question 15

Resource Management- what and why?

Answer 15

Treating the agency/sectors money as if it were our own, balancing quantitative (financial resources available) and qualitative (what individual supported needs)

Question 16

Self development- what and why?

Answer 16

Taking action to improve personal capability, is important so we can take on new challenges, update our skills and learn new approaches.

Question 17

Strategic Thinking- what and why?

Answer 17

Combining long term visions to daily work, using changes that could potentially happen to come up with opportunities to provide long term benefits

Question 18

Positions where core competency models are needed

Answer 18

Direct support professional 
Directors
Direct support supervisor 
Management 
Specialized support workers
Executive directors 
Clinical specialists

Question 19

How models were developed (6)

Answer 19

Gather data
Documentation review
Draft competency dictionary 
Conduct focus groups across 9 regions
Draft core competency models for all roles
Customize competency dictionary