Competency Evaluation

Scoring Guide: Professional Responsibility

Examples of demonstration of competency

Understand and recognize scope of work and practice within professional competence and qualifications to effectively carry out their responsibilities
Ability to understand and tailor career planning to client needs within scope of practice; maintain community resources and qualified service providers and how to access them.
Identify, refer, or transfer clients who present with complex physical, mental, and cognitive challenges to qualified professionals
Maintain and identify client relationship boundaries, violations, and vulnerable situations. Seek guidance from professional associations as required.
Compliant with reporting breach of confidentiality and ensure client’s understanding of procedures
Maintain records and appropriate documentation, protect confidentiality, consult with other professionals on ethical obligations and obtain signed and informed consent for all services
Obtain and explain clients’ consent to gather, store and share personal information; understand the use of nondisclosure agreements and use of discretion when discussing confidential information.
Compliant with organizational “Code of Conduct” policy, Code of Ethics, and Professional Practice Guidelines
Must provide a written statement of consent, review it, advise client of options, and answer all questions. Where needed, CDPs arrange for an interpreter or translation of documents to ensure the client understands the information being shared.
Understand and is compliant with Privacy Standards – Consent, Collection of Personal Information, Access, Use, Disclosures Retention and Disposal, along with Limits of Confidentiality.
CDPs make accurate statements regarding their qualifications (professional training and credentials) and professional affiliations to protect the integrity of the practice.

For additional information view the Effective Performance and Knowledge and Understanding section in the National Competency Profile for Career Development Professionals https://ccdp-pcdc.ca/media/competency_framework_downloads/competency_framework_downloads7.pdf

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Ethics and Regulations

Examples of demonstration of competency

Receive orientation and understand and comply with relevant and current legislation – i.e., FOIPOP, Human Rights, OHS, Privacy, Canada Labour Code, Workers’ Compensation Act, Employment Standards
Recognize situations that present ethical challenges or dilemmas, i.e., possible violation of Code of Ethics, professional standards, or organizational policy
Review relevant and current information, i.e., organizational policies and procedures, Code of Ethics, standards of practice, professional literature
Aptly identify and understand relevant ethical behaviour, i.e., boundaries of relationship, confidentiality of client data, scope of practice, breach of ethics
Seek advice from others, i.e., experienced practitioners, supervisors, national professional association, or legal representative

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Client-Practitioner Relationship

Examples of demonstration of competency

Maintain relationship of trust, respect, and open communication., i.e., working alliance
Compliant with organizational “Service Standards” and cultural awareness that empower individuals to become self-sufficient in reaching their goals by providing access to the expertise of experienced staff
Identify and recognize the avoidance of goal setting and the ebb and flow of long-term unemployment
Recognize client reluctance; identify reason; work together to overcome, encourage client; adjust to accommodate client needs and follow-up, as well as strategies to overcome reluctance and resistance
Seek client’s views on client practitioner relationship, i.e., actively encourage questions/feedback
Maintain composure in abusive situations; ensure safety of self/client/others; acknowledge and discuss resolutions with client; ask for assistance; document and record details in accordance with organizational policies
Discuss conflict and behaviour with client, inform client that abusive behaviour is unacceptable; outline ways to handle conflict; explain ways to build and sustain healthy relations; refer to other service providers and other supporting resources, if required
Identify aspects that may contribute to poor mental health; develop and implement plan to reduce activities/situations that contribute to poor mental health and increase activities/situations that contribute to positive mental health; normalize typical fluctuations along the continuum of mental health, reassess client’s mental health and adjust action plan, as needed; refer cases beyond scope to external service provider

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Diversity and Inclusion

Examples of demonstration of competency

CDP and client reflect on their own worldview and seek to understand client’s background; research relevant information on culture, history, values, as well as recognize their own beliefs, values, and privileges.
Identify and recognize potential challenges/barriers to the client i.e., language, racism, discrimination, limited education, poverty, lack of Canadian credentials or work experience
Develop collaborative relations with partners/stakeholders in relevant communities to identify tools and resources suitable to address client’s barriers
Actively participate in learning opportunities related to diversity, equity, inclusion, and belonging
Knowledgeable on principles of anti-oppressive practices, identifying and understanding relevant and current legislation, i.e., Canadian Human Rights Act, Canadian Charter of Rights and Freedoms, Provincial Acts and Codes and the Criminal Code, rights of LGBTQ2+ persons, systemic barriers impacting specific groups and community resources and supports available
Help clients gain access to needed resources and supports i.e., support self-referrals; seeks informed consent to negotiate services, if appropriate
Challenge misconceptions employers may have related to recruiting a diverse workforce along with summarizing the benefits of an inclusive workforce
Review current organizational practices, policies, procedures and recommend solutions to identify areas of improvement, i.e., bias and systemic barriers in recruitment, selection, hiring, training and development, compensation, career development, and promotion

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Evidence-Based Practice

Examples of demonstration of competency

Identify and recognize barriers faced by client; develop measurable client outcomes; review research to identify and develop interventions best suited to client; formulate objectives; write action plan
Monitor individual progress throughout; review action plan regularly; measure effectiveness of plan, i.e., achievement of goals, levels of participation; adjust plan when necessary
Complete and maintain required records and information within required timeframe i.e., goals, results of assessments, progress notes, action outcomes, referrals, service termination reasons
Share outcomes with others to improve field of practice, i.e., colleagues, researchers, policy makers
Adhere to Code of Ethics along with current legislation, i.e., Personal Information Protection and Electronic Documents Act (PIPEDA)
Comply with privacy and record-keeping policies, guidelines, and legislations

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Professional Development

Examples of demonstration of competency

Develop professional relationships with members of the community and associations; establish community networks; develop professional networks; share information
Identify and recognize own strengths and areas for improvement; establish a professional development plan; engage in learning opportunities and developmental experiences; measure personal/career growth, i.e., self-assessment principles and tools
Share experiences and best practices; help colleagues who need assistance; address shared practice issues along with seeking advice on case specific challenges; share outcomes
Recognize others’ contributions along with establishing conflict resolution approaches

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Health and Wellness

Examples of demonstration of competency

Recognize and identify how own behaviours impact others, along with processing emotional responses
Maintain professional composure and reflect on situations that trigger emotional responses together with incorporating lessons learned.
Treat others with respect and dignity; follow etiquette rules, i.e., be punctual, respect personal space; use non-discriminator language; refrain from harassing and discriminatory behaviours; report harassment and discrimination
Adhere to Code of Ethics
Review and acknowledge work activities such as time management, resources required, scheduling, and evaluate and adjust as necessary
Establish healthy wellness goals to recognize physical stress reactions, possible causes of stress, and the ability to determine possible actions to manage both
Able to access and address resources related to chronic illnesses/conditions and situational crisis

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Communication

Examples of demonstration of competency

Use, observe and respond to non-verbal cues to establish a rapport, reinforce verbal message, show interest, and clarify meaning
Use language appropriate to audience, i.e., avoid jargon; vary tone and volume; use pauses; use inflection to indicate intended purpose; verify understanding of messages; speak at appropriate pace
Ensure non-verbal messages do not distract from, or contradict, verbal message; observe others’ non-verbal communication and respond appropriately; respect personal space
Knowledgeable on barriers to effective speaking, i.e., background noise, contradictory body language; essentials in cross-cultural communication; physical and mental disabilities that may affect body language; question types, i.e., open-ended, probing
Write in a clear and concise manner using plain language to establish context, purpose; structure communication in a coherent and logical manner; illustrate points with examples; tailor language to intended audiences; follow rules of grammar, punctuation, spelling, and sentence structure; proofread documents
Identify and recognize purpose of meeting, i.e. facilitate discussion and decision making; close meeting; prepare meeting notes; follow-up as required
Identify purpose of presentation and identify audience, i.e., knowledge of subject matter, level of interest in the information presented; research topic; prioritize content and structure to be presented; structure content, i.e., create outline, present information on coherent and logical sequence, conclusions; design presentation; create support materials; practice delivery of presentations; prepare for presentation i.e., revise presentation as required
Delivery of presentation, i.e., test technology; tailor communication to audience; obtain feedback from audience, follow-up as required

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Digital Literacy

Examples of demonstration of competency

Knowledge and understanding of digital technology software and web accessibility principles in conjunction with the use of learning technologies and ensuring accessibility of materials
Apply cybersecurity procedures; resolve computer application issues
Recognize, identify, and report potential security breaches

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Foundational Knowledge and Applied Theories

Examples of demonstration of competency

Knowledgeable on theories, models, frameworks, and approaches specific to the field of career development and fields related to career development practice and evidence base for selected interventions
Able to identify career development theories, models, frameworks, and approaches that support understanding a client’s presenting concern; identify traditional career development theories; recognize historical and cultural influences on theories, models, frameworks, and approaches
Identifies key components of contemporary and emerging career development theories; Identifies theories from other professions that apply to career development
Collect qualitative and quantitative data on client’s career challenges
Distinguish between evidence-based theoretical foundations and demonstrate theoretically grounded interventions to address client needs
Revise and reflects on programs and practices based on career theories
Keep up to date with the latest developments in career development theory, models, frameworks, approaches, and research

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Service Delivery Process

Examples of demonstration of competency

Build rapport; establish reason(s) for client to seek services; obtain informed consent, collect required statistical information
Initiate and prepares for interview by identifying strengths/barriers; monitor client’s comfort level and may adjust approach; summarize discussion
Ability to identify and discuss urgent pre-employment challenges faced by clients such as inadequate housing, mental health, learning disabilities, family issues, and systemic discrimination
Identify and assist clients to build a support network consisting of personal and professional contacts that enables clients to overcome challenges while finding practical solutions to issues they are facing and achieving their career goals
Determine eligibility or existing programs, services, or referrals; determine client’s capacity to access resources (independently), conduct research; review resume, etc., to determine level of assistance needed and help client identify and engage additional supports needed
Demonstrate the ability to follow a logical order of sequence, for example, i.e., broad and general questions before asking more detailed questions, seeking information on facts before probing for questions about feelings or conclusions
Able to accommodate clients who may have difficulty communicating their strengths and needs and/or understanding the information presented, either because of language used or other factors that might limit communication/cognitive function
Demonstrate effective use of active listening to monitor client’s level of discomfort or anxiety (verbal/nonverbal) and adjust approach as needed to help client feel more comfortable
Demonstrate the ability to develop interventions to meet client needs, reach agreement with client on interventions along with monitoring the impact of each
Monitor the impact of interventions and revisit and update intervention plan regularly as needed
Explore service options; outline methods of exploring career options; outline goals and related actions to achieve; seek agreement on action items; develop plan with client
Confirm outcomes from previous meetings; revisit and adjust plans if necessary
Prepare post-intake interview records; track progress; monitor case load level (monthly); schedule and record activities; review performance measures
Adhere to Code of Ethics along with current legislation, i.e., Personal Information Protection and Electronic Documents Act (PIPEDA), Human Rights Legislation, Privacy Act, Canada Labour Code, Workers’ Compensation Act and Employment Standards, Health and Safety Regulations

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Learning and Job Readiness

Examples of demonstration of competency

Knowledgeable of varying complexities of job readiness needs
The ability to understand and identify client needs and formulate strategies to meet those needs
Recommend resources and information to explore career interests and active participation in activities, i.e., talk to friends, family, teachers, members of community, conduct informational interviews, LMI, learn about occupational choices and attend networking opportunities
Demonstrate the ability to develop client action plans by implementing strategies to support client needs, achieving goals, monitoring progress and documenting client interactions
Demonstrate the ability to understand economic, political, and global labour market issues that affect both training and educational opportunities
Knowledge and understanding of educational and training programs, trends, and funding options available
Demonstrate an understanding of job search strategies, life skills resources and additional resources to support client goals
Adhere to Code of Ethics along with current legislation, i.e., Personal Information Protection and Electronic Documents Act (PIPEDA), Human Rights Legislation, Privacy Act, Canada Labour Code, Workers’ Compensation Act and Employment Standards, Health and Safety Regulations

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Awareness of Diverse Worldviews

Examples of demonstration of competency

Reflect on own values, beliefs/biases and seek to understand those of their clients; challenge own assumptions; avoid stereotypes that might negatively impact the well-being of the client and the outcomes of career development interventions.
Ability to understand and recognize the values of diverse clients (Indigenous, immigrants, LGBTQ2+, youth-at-risk, affected by job loss, poverty, post-incarceration, and disabilities) that they may share regarding their own cultural background and identify challenges and barriers these clients may face.
Reflect on how the career development approach may be tailored to meet the diverse client’s needs; develop realistic and attainable career development interventions, identification of applicable resources and tools to overcome potential barriers along with tailoring the services to meet the needs of the client
Develop an understanding of the diverse histories, languages, cultural practices, spiritual beliefs and legislation of Indigenous people
Demonstrate the ability to identify and reflect on how these may impact Indigenous peoples’ expectations regarding work, recruitment and selection and the development of Indigenous education and training.
Understand Canada’s immigration programs, services, resources, and legislation impacting immigrant clients
Demonstrate awareness of the diverse languages, values and beliefs of the immigrant client population which may impact expectations regarding work, education, and training.
Develop an understanding of legislation and regulation regarding LGBTQ2+, i.e., models of identity formation, transition process, medical concerns, psychological adjustments, legal issues, gender identities and self-concept
Ability to identify culturally different views on sexual orientation of LGBTQ2+ and how this may impact expectations regarding work, education, and training.
Develops an understanding of legislation and regulation impacting youth at risk.
The ability to identify alternative service providers and factors impacting youth at risk regarding work, education and training.
Demonstrate the ability to identify how the result of work disruption impacts the physical, mental, and emotional wellness of an individual.
Develops an understanding of legislation impacting people affected by work disruptions and the challenges and barriers they face regarding work (labour market information to support transition to another industry), education (occupations in high demand) and training (funding available to support workers transitioning to high demand occupations).
Understands Canadian legislation impacting people living in poverty and recognizing it is experienced across race, gender, sexual orientation, and citizenship status
Ability to identify factors and social resources contributing to poverty and how this may impact expectations regarding work, education, and training. CDPs must recognize when client needs exceed their competency, capacity, and scope of practice.
Ability to identify legislation impacting people post-incarceration and programs designed to cater to the needs and issues related to justice involved individuals
Develops an understanding of the unique challenges and barriers clients with a criminal record and/or post-incarceration following a conviction, and how these may impact expectations about, and access to work, education, and training.
Ability to identify and recognize types of disabilities, onboarding processes and accommodate practices along with reasonable workplace adjustments
Develops an understanding of relevant legislation affecting clients living with a disability and how it may impact expectations about, and access to work, education, and training based on their unique challenges and barriers.
Identifies challenges and barriers; identifies resources and tools to overcome potential barriers; select potential tools and resources for Indigenous people, Immigrants and LGBTQ2+, Youth at Risk, those affected by work disruption; people experiencing poverty, those with a criminal record, those who are living with a disability might be useful to support the process
Helps clients prepare for seeking employment by identifying which skills are required and helps them improve on these to aid their job search, utilizing culturally relevant approaches
Knowledgeable in the community supports and resources that may support Indigenous people, Immigrants and LGBTQ2+, Youth at Risk clients, clients affected by work disruption, clients experiencing poverty, clients with a criminal record; clients living with a disability
Seeks solutions that combine the needs of local employers and job seekers
Knowledgeable on Labour Market Information; Knowledgeable and able to articulate to employers the benefits of diversity in the workplace; strategies to boost recruitment and selection of employers
Knowledgeable on appropriate legislation, programs designed to support specific client demographics, specific accommodations, workplace adjustments, inclusive policy and procedures

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Career Resources

Examples of demonstration of competency

Identify and select current research information and resources (virtual or physical) that can be easily accessed by clients at their convenience
Select and evaluate resources that align with identified needs, cost, and currency of information
Knowledge and awareness regarding regional, national, and international labour market information, and related current events to the labour market; apply labour market information to assist clients in career planning and job search
Demonstrate key societal developments influencing labour market trends to assist clients in career planning and job search
Knowledge on standardized/formal/non-standardized/information assessment tools, methods, testing principles and ethical use of tests; appropriate purpose/use of assessment
Ability to determine client readiness for career services supported by technology, obtaining informed consent, adhering to copyright requirements, and resolving issues with technology
Utilize technology to provide opportunities to meet virtually with a client and facilitates interactive training and experiential learning through online portals to optimize successful outcomes using job-search technology, social media strategies, mobile technologies, and internet-based applications to support self-guidance and promotion empowerment.
Adhere to Code of Ethics along with current legislation, i.e., Personal Information Protection and Electronic Documents Act (PIPEDA), Human Rights Legislation, Privacy Act, Canada Labour Code, Workers’ Compensation Act and Employment Standards, Health and Safety Regulations

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Client Work Search Strategies

Examples of demonstration of competency

Assist clients in developing and updating résumés to present marketable skills; identify commonly used components and types of résumés; explain how résumés are screened by employers; offer guidance on writing a résumé; review final draft for grammar and spelling, accuracy, and layout
Ability to understand client’s background, target market, current knowledge and expectations of job search documentation, human rights legislation and employment standards
Assist clients in developing a holistic value proposition, helping them gain confidence, improve self-esteem, better understand their strengths, and communicate a consistent message across work search activities. CDPs ensure that clients have accurate information about themselves as well as the target market. This requires both introspection and research.
The value proposition evolves throughout the career development life span. CDPs guide and provide advice to clients to become self-sufficient in defining and refining value propositions.
Assist clients to become more self-sufficient on how to develop and design effective cover letters, i.e., outline various types of communication, collecting information, effective writing, and proofreading
Ability to guide clients on how to develop a portfolio of career development documents, i.e., presenting evidence of qualifications, relevance of supporting documentation, and how to assemble a portfolio (paper and digital)
Guide and provide constructive feedback while working with client to review the authenticity, sufficiency, and relevance of portfolio evidence
Guide clients in developing references to support their job search, and manage their reputation effectively; provide advice to clients on the importance of representing themselves authentically
Prepare clients for employment interviews to increase confidence, ability to articulate their value proposition, and respond to behavioural and situational interview questions, i.e., interview workshops, mock interviews, and discussion after interview
Guide clients to increase their visibility to employers, recruiters, and other contacts by helping develop a professional network to generate career development opportunities
Provides and guides clients to select online technology aligned with their needs and technical competence, i.e., social networking sites, social media tools, and employment information sites.

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Referrals to Professional Services

Examples of demonstration of competency

Develop and maintain a network of service providers and agencies that can meet client needs when these go beyond their scope of practice; create an inventory of partners for referrals; obtain information about referral resources; verify partners for referrals
Develop agreements with service providers
Identify when client’s needs exceed capacity, competency, or scope of practice; assess eligibility; involve client in referral process; explain purpose; obtain consent, complete appropriate documentation
Make referrals with briefing, instructions, case summary, responsibilities of each party; agreed upon services; communication protocols; potential file transfer
Prepare client for transition of support; follow up with client on progress/outcomes
Monitor quality of service delivered to inform future referrals

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Development and Delivery of Group Sessions

Examples of demonstration of competency

Identify, develop and create training materials; define specific, observable, and measurable learning outcomes, identifiable resources and learning aids, and technology.
Understand and recognize the principles of instructional design, adult learning, and diversity of participants.
Prepare for session i.e., budget allocations, site, equipment, emergency procedures, materials and supplies, participant comfort/safety
Create a positive learning environment, i.e., discuss participant expectations; explain objectives safety measures, and housekeeping
Apply presentation and training techniques, i.e., demonstrations, group discussions, learning circles, lectures
Adapt delivery to audience; adjust session plan to accommodate individual or group needs; identify and reduce escalation and resolve inappropriate behaviours
Provide opportunity for all participants to engage; stimulate discussion; acknowledge contributions by participants
Close sessions; summarize key messages; administer session evaluation; analyze findings; summarize recommendations

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Research

Examples of demonstration of competency

Identify challenge that would benefit from increased understanding
Identify existing research; assess feasibility of research
Set research purpose and direction; write research plan, including, research objectives; deliverables; timeframe; monitoring procedure; available resources
Set research guidelines, i.e., timescale and reporting parameters
Conduct literature review: review methods used in previous research; write research questions; select analytical methodologies
Formulate data collection guidelines; collect data; assess quality – adjusting data collection if required
Prepare data and performs data analysis
Assess performance, i.e., project progress, process, workplan, timelines
Adjust plans, methods, targets, and responsibilities as necessary
Select methods of presenting findings, considering format, audience, action required, and present findings

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Assessment and Evaluation Instruments and Procedures

Examples of demonstration of competency

Assess available technology-enable assessment and evaluation tools
Select assessment and evaluation assessment tools verifying intended use of test results, test purpose, context, underlying theory, psychometric characteristics, and own qualification
Provide relevant information to client prior to session, i.e., rights and responsibilities, purpose, content, format, test-taking strategies, scoring criteria, reporting, confidentiality
Obtain informed consent for the assessment or evaluation
Prepare for assessment and evaluation session i.e., suitable location, implement approved accommodations for test takers with disabilities
Explain testing software or equipment to client, as applicable
Administer assessment and evaluation tools in compliance with test instructions
Observe testing session to identify behaviour(s) that could compromise the integrity of test results; takes appropriate action to correct behaviour
Record all environmental, health, emotional or other incidents that have occurred during the testing session that may impact test validity
Collect all test materials; report breaches of security; secure test materials; protect confidentiality of test information
Score test in line with test procedures, and interpret results; retain scores as prescribed by organizational or legal guidelines
Report issues relevant to the use and application of assessment and evaluation measures
Explain results; based on client level of understanding
Advise how to use results to inform decisions as well as benefits and limitations of test results and interpretations
Apply results to career development interventions
Knowledgeable on testing principles and ethical use of tests and legal rights of test takers and, the advantages and disadvantages of different types of assessment instruments

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Career Guidance in Educational System

Examples of demonstration of competency

Foster a holistic lifelong and critical approach to career development while connecting to student outcomes
Integrate and articulate relevant career concepts within an educational framework
Infuse age and grade appropriate career development interventions into mental health/wellness lessons, activities, discussions, campaigns, and community events.
Identify and foster relevant career influencers and relationships which inform and support career development using varied methods i.e., in person, technology based or written
Support career influencers to gain understanding of career and career development within schools and the educational system; create opportunities for career influencers to participate in career development activities
Facilitate, identify and develop age-and grade-appropriate career curriculum i.e., promote career awareness in elementary schools, explore career possibilities in middle schools, prepare for post-secondary studies and/or work search to support career aspirations, support post-secondary success i.e., facilitating school-to-work transitions, providing career services and supports such as résumé writing workshops
Evaluate the impact on career awareness and revise promotion of career awareness across curriculum, as required
Identify, define and develop age-and grade-appropriate forms of experiential learning
Explain experiential learning principles and support student and community/industry partners during the learning process
Recognize contribution of community partners
Assess and determine the level of awareness of key stakeholders, career influencers, and community and partnership engagement
Locate and review provincially mandated curriculum, assess needs, establish and develop priority activities and performance indicators.
Formulate operating requirements, develop program services, implement and monitor programming.
Measure and revise program effectiveness and feedback from developed indicators.
Identify and recognize school counselling theories and techniques, community resources, characteristics of students, and the education system.

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Career Management

Examples of demonstration of competency

Perform workforce planning, review documentation, business plans, organizational goals, workforce planning strategies, emerging skill requirements, vacant positions, new positions, and requirements of new businesses
Identify skill inventory, prepare strategies to address gaps, i.e., training, recruitment
Develop and formulate workforce development policies and strategies to optimize employee mobility i.e., training, recruitment
Assess performance against current job requirements; discuss career aspirations, goals, and employee Individualized Development Plan (IDP)
Provide support and guidance and evaluate the effectiveness of strategies using established indicators, and recommend adjustments
Knowledgeable on human resources management, i.e., recruitment, selection, performance management, training and development, succession management

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Employer Outreach and Relations

Examples of demonstration of competency

Identify local labour market needs – attend business and industry events, i.e., conferences, job fairs, employer related networking opportunities, consult professional network, sign up for employment-related new alerts, contact prospective employers to inquire about work and experiential learning opportunities, meet with employers to identify skill shortages
Identify and works with community associations to address gaps in services that prevent access to work, i.e., transportation service, daycare, medical support, etc.
Meet employers to identify current and future workforce needs; promote and develop strategies to identify the benefits of a diverse and inclusive workforce; work with employer to create work requirements free of unintended barriers (HR policies), workplace accommodations, and identifying relevant employment legislation and regulations
Support recruitment and selection efforts; provide ongoing support of referred clients, i.e., job maintenance strategies, and support on issues and challenges during employment
Assist employer in defining work requirements i.e., develop job descriptions, identify possible barriers to employment specific to the organization, develop pre-employment and integration of new employee strategies to address barriers, employee retention strategies
Meet with employers to present service offerings i.e., new employment opportunities and innovative employment options, in alignment with provincial, territorial, and federal law, i.e., internships, volunteer work experiences, on-the-job coaching, customized training and development, job shadowing
Identify list of potential employers best matched to client profiles; informs employee and employer of respective rights and responsibilities
Develop service agreement; initiates contact between client and employer, schedules a pre-interview meeting, support implementation of selection process, negotiation of agreement.

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Community Capacity Building

Examples of demonstration of competency

Collect information/data using a range of methods; analyze information, integrate information from various sources, develop key recommendations to address employability issues
Create a labour market strategy working group; define roles/responsibilities; develop labour market goals; identify information and data to be collected
Analyze labour market needs assessment findings; set economic, social, educational and employment strategic goals
Develop strategies to achieve stated goals, in specific areas; develop action plan, define critical activities and timelines, identify resources, develop contingency plans
Submit document for review by stakeholders; finalize action plan using feedback from consultation
Present components of action plan, delegate activities, develop communication strategy, establish a schedule for progress reviews, prepare reports
Identify evaluation criteria, select evaluation tools, collect data, analyze information, write report documenting findings, disseminate findings

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Policy and Advocacy

Examples of demonstration of competency

Identify and summarize the policy issues to be addressed; conduct situational assessment, i.e., state problem, summarize considerations, describe options, make recommendations, generate policy solutions, provide comparative information
Draft policy, considering; background statement, policy objectives, plan for maintenance and periodic review; related policies, procedures, documents
Seek input on policy, i.e., assess readiness for policy development i.e., regulations, fiscal measures, constraints and barriers to implementation and mitigation strategies
Revise and schedule periodic review of policy based on consultation and collaboration
Set measurable advocacy goals, considering, organizational vision and mission statement, national policy on the issue, political environment, current public opinion, audiences
Identify, develop and implement an action plan based on the strategies to raise awareness i.e., hold press conference, launch social media campaigns, develop informational website, organize coalition events
Identify issues and solutions that impact the advancement of the field of practice, i.e., support development and implementation of public policies, champion advancements in practice, policy, research, and education, participate in development of professional identity, participate in professional associations, build alliances with other professionals; publish research
Conduct research to determine level of awareness of key characteristics of the profession
Builds a public awareness campaign; launches a campaign and measures impact of public awareness campaign

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Strategic Delivery of Career Development Services

Examples of demonstration of competency

Establish strategic planning team; review current data, identify internal and external stakeholders, identify consultant approach, conduct a strategic organizational and environmental assessment
Identify and develop strategic goals and action plan for priority areas
Develops budget requirements
Identify opportunities to improve organizational outcomes through use of partnerships, potential community based organizations that would be beneficial to confirm interest in establishing partnership
Clarify shared goals and objective, identify opportunities to work together, develop action plan to achieve partnership goals
Identify and recommend performance management systems
Review performance report requirements; compile quantitative and qualitative data; analyze findings; store and report data; set targets or expected performance
Summarize key messages in an easy-to-understand way, e.g., with a visual dashboard or brief executive summary
Identify and evaluate potential risks to clients, CDPs, and organization, such as: violence economic downturn, tarnished reputation, poor caseload ratio, breach of/non-compliance to legal, ethical, and professional practice requirements
Implement risk management strategies, i.e., secure data storage; obtain insurance, employee training, monitor employee performance, provide employee feedback, provide ongoing performance feedback, implement business continuity plans and procedures
Monitor and evaluate the effectiveness of the service delivery to identify emerging risks, addresses risk situations
Knowledgeable on performance and risk management systems, i.e., performance measurement, reporting, monitoring, business planning, risk retention, risk control, risk avoidance, risk financing

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Career Development Leadership

Examples of demonstration of competency

Conduct introduction meeting: sharing expectations, define roles and responsibilities, agree on details of mentorship, i.e., duration, time commitment, frequency of meetings, meeting formats and location
Prepare mentorship agreement
Conduct research to support mentee’s goals; conduct needs assessment; develop IDP; conduct regular progress meeting; evaluate mentee’s perception of the success of the mentorship; evaluate own perception on the success of the mentorship, i.e., mentee’s personal growth
Identify areas for improvement; look for innovative strategies to advance business objectives, solve issues, and address challenges; identify solution(s) to improve function, process, or procedure
Review trends in service delivery: consult employees to generate ideas on challenges; select change management approach; prepare business case for proposed change; secure buy-in from executive team
Establish change management team i.e., a representative group of employees at all levels across functional areas
Develop a change management implementation plan
Develop a communication strategy, meet with employees to launch the initiative – explain change, measures of success, describe project plan, timelines, roles, and responsibilities; engage employees in sharing concerns and ideas
Monitor the implementation, schedule review of project
Track progress; measure the implementation success; adjust implementation plan as required
Knowledgeable on change management frameworks and project management

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Core Leadership - Integrity

Examples of demonstration of competency

Respects and maintains confidentiality
Tells the truth and is honest in all dealings.
Keeps promises and commitments made to others. Does the right thing, even when it is difficult. Does not yield to pressure to show bias or manipulate others.
Avoids situations and actions considered inappropriate or which present a conflict of interest.
Adheres to a set of core values that are represented in decisions and actions.
Does not misrepresent self or use position or authority for personal gain.
Takes responsibility for own work, including problems or issues.
Acts within ethical and legal boundaries and encourages others to adhere to these

Examples of ineffective behaviours

Compromises organizational policies, rules and procedures when under pressure
Treats sensitive information without due regard or discretion
Fails to take responsibility for own actions and decisions; tries to pass the responsibility to others
Fails to hold agreements made with others

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Core Leadership - Loyality

Examples of demonstration of competency

Promotes organizational mission and goals, and shows the way to achieve them.
Develops strategic plans which in line with organizational mission
Links mission, vision, values, goals, and strategies to everyday work.
Sets clear, meaningful, challenging, and attainable group goals and expectations that are aligned with those of the organization.

Examples of ineffective behaviours

Behaves inconsistently with personal and organizational ethics and values
Establishes networks for personal rather than organizational use
Focuses only on achieving personal goals

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Core Leadership - Decisiveness

Examples of demonstration of competency

Makes timely, informed decisions that take into account the facts, goals, constraints, and risks.
Gathers data and others’ input when making decisions. Considers lessons learned from experience, differing needs, and the impact of the decision on others.
Displays balanced thinking, combining wisdom, analysis, experience, and perspective when making decisions or producing results.
Finds solutions that are acceptable to diverse groups with conflicting interests and needs.
Weighs the pros and cons of each option before making a decision and moving forward.
Can explain the rationale for a decision.
Makes necessary decisions even when information is limited or unclear.
Learns from the consequences of decisions.

Examples of ineffective behaviours

Makes decisions without regard to the impact on team or self
Considers only a narrow perspective when making a decision
Makes decisions without involving or consulting others
Fails to base decisions or actions on a clear long term vision
Makes decisions which include conflicting priorities
Fails to identify and use the relevant processes to make decisions

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Core Leadership - Curiousity

Examples of demonstration of competency

Open to and seeks out fresh ideas that provide solutions to all types of workplace challenges.
Contributes original and resourceful ideas in brainstorming sessions.
Sees opportunities for creative problem solving while staying within the parameters of good practice. Generates unique but workable and useful solutions to difficult problems.
Thinks in terms of desired outcomes. Finds ways to turn the idea into reality
Visualizes potential problems and solutions without needing tangible, “real-life” examples. Can discuss and project the aspects and impacts of issues and decisions.
Finds and maximizes opportunities for growth and development from multiple sources.
Seeks and acquires new competencies, work methods, ideas, and information that will improve own efficiency and effectiveness on the job.

Examples of ineffective behaviours

Is reluctant to change when faced with new demands or challenges
Shows little flexibility in attitude when faced with new ideas
Holds outdated views despite changes in the work environment
Becomes negative in outlook when faced with change

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Core Leadership - Level Headedness

Examples of demonstration of competency

Maintains composure in highly stressful or adverse situations.
Handles high workloads, competing demands, vague assignments, interruptions, and distractions with poise and ease.
Remains steady or thrives under pressure, using it to fuel productivity and efficiency.
Stays calm and maintains focus in turbulent, threatening, or emergency situations. Makes rational decisions and continues to perform effectively.
Manages own behavior to prevent or reduce feelings of stress.
Resolves difficult or complicated challenges.
Frames problems before trying to solve them. Breaks down problems and identifies all of their facets, including hidden or tricky aspects.

Examples of ineffective behaviours

Demonstrates helplessness when confronted with ambiguous situations
Demonstrates a lack of emotional control during difficult situations
Fails to make use of opportunities to fill knowledge and skills gaps
Transfers own stress or pressure to others

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Core Leadership - Leadership Presence

Examples of demonstration of competency

Conveys confidence in a group’s ability to prevail over challenges to reach its goals.
Suggests and asks for others’ ideas to improve quality, efficiency, and effectiveness.
Adapts to changing business needs, conditions, and work responsibilities and works with a variety of situations, individuals, groups, and varying customer needs.
Responds positively to change, embracing and using new practices or values to accomplish goals and solve problems.
Adapts approach, goals, and methods to achieve solutions and results in dynamic situations.
Copes well and helps others deal with the ongoing demands of change; sees and shows others the benefits of change.
Recovers quickly from setbacks, and finds alternative ways to reach goals or targets.
Manages change in a way that reduces the concern experienced by others. Clarifies priorities when leading change.
Displays openness to different or new ways of doing things and sees multiple perspectives.
Seeks out others to learn perspectives and takes action based on input.
Takes a decisive course of action/Expresses beliefs with conviction.
Seeks new challenges and willingness to take on challenges with appropriate independence.
Conveys confidence in own knowledge or decisions.
Demonstrates openness to new organizational structures, procedures, and technology.
Sees the merits of perspectives, in addition to their own.
Switches to a different strategy when an initially-selected one is unsuccessful.
Demonstrates willingness to modify a strongly held position in the face of contrary evidence.

Examples of ineffective behaviours

Is reluctant to change when faced with new demands or challenges
Shows little flexibility in attitude when faced with new ideas
Holds outdated views despite changes in the work environment
Ignores innovative or creative inputs from others and is biased towards favouring the status quo
Changes processes and methods in a radical way, without consulting others or considering consequences.
Avoids or dismisses feedback about organizational effectiveness
Maintains a culture of bureaucracy and hierarchical power in the Organization

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Mission Driven

Examples of demonstration of competency

Promotes organizational mission and goals, and shows the way to achieve them.
Links mission, vision, values, goals, and strategies to everyday work.
Actively promotes and solicits support for a program or cause. Builds credibility as a representative by demonstrating personal commitment and sharing information.
Using knowledge of audience views and interests, chooses and employs diverse methods, tools, and resources to educate and build enthusiasm in potential partners and supporters.
Ensures others grasp the purpose and benefits of the program or cause. Tailors messages to specific audiences to develop interest and endorsement.
Displays passion for the cause, and sparks that same passion in others

Examples of ineffective behaviours

Fails to promote and defend future direction/initiatives
Lacks credibility and fails to create a positive impact
Uses inappropriate arguments when trying to influence people

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Visionary

Examples of demonstration of competency

Sees where current trends will lead, and how they may influence the organization’s direction. Foresees opportunities
Forms and articulates a clear picture of the future the organization should strive for. Explains why that future is important and how current decisions make or break the chance to reach it.
Using a global perspective, reliably forecasts future needs and devises plans to meet those needs.
Analyzes options and decisions based on long-term pay-offs or outcomes.
Translates the vision for a program or organization into clear strategies.
Prepares and delivers complex messages to intended audience

Examples of ineffective behaviours

Fails to promote and defend future direction/initiatives
Lacks credibility and fails to create a positive impact

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Change Leader

Examples of demonstration of competency

Manages, leads, and enables the process of change and transition while helping others deal with the impacts.
Recognizes and communicates the potential benefits of change.
Recognizes and manages the challenges that can accompany change.
Encourages others to value change.
Develops improved ways of doing things, including new approaches or methods.

Examples of ineffective behaviours

Develops strategies without involving or consulting others
Develops plans which include conflicting priorities
Fails to identify and use the relevant processes to get things done
Fails to acknowledge and support others in adapting to change
Does not effectively the potential benefits of change

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Governance Understanding

Examples of demonstration of competency

Demonstrates knowledge of elements of good governance including transparency, integrity, lawfulness, sound policy, participation, accountability, responsiveness, and the absence of corruption and wrongdoing.
Provides opportunities for governance training for board members
Engages board members in building a strong working relationship and defining roles and responsibilities
Provides guidance on policy development, accountability
Assists the board in the development tools for measuring governance effectiveness

Examples of ineffective behaviours

Lack of cooperation with the board members
Lack of commitment to purpose or mandate of board
Avoids sharing knowledge, information and expertise with board members
Fails to pay sufficient attention to the development needs of board members

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Organizational Awareness

Examples of demonstration of competency

Defines tasks and milestones to achieve objectives, while ensuring the optimal use of resources to achieve those objectives.
Identifies the sequence of tasks and the resources needed to achieve a goal, and prioritizes key action steps. Anticipates the impacts and risks of decisions and actions.
Seeks and uses others’ input about critical actions, timelines, sequencing, scope, methodology, expected outcomes, and priorities. Sees potential challenges and opportunities, and adjusts plans based on input.
Creates realistic schedules for projects and follows them. Evaluates progress against schedule and goal objective.
Monitors and evaluates social, fiscal, and political trends that affect the plan. Prepares strategies to deal with problems or drastic changes.
Evaluates proposed actions and timelines against organizational mission and values. Integrates the current plan with other plans as needed to achieve the overall mission.
Anticipates and prepares for upcoming events, ensuring adequate resources are available.
Puts things in sequential and/or logical order in preparation for accomplishing a goal.

Examples of ineffective behaviours

Defines objectives and implementation plans that are unclear or impractical
Fails to set priorities in advance or deviates regularly from them
Commits to delivery regardless of the impact on team or self
Fails to identify and organize the resources needed to accomplish tasks
Is slow in reallocating resources and shifting priorities when faced with changes
Fails to monitor own and others’ goals, activities and budgets

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Results Orientation

Examples of demonstration of competency

Focuses on results and desired outcomes and how best to achieve them in order to get the job done.
Looks for opportunities to help move a project along; volunteers to help others with projects or assignments.
Sees when analysis and discussion have served their purpose and moves to action.
Responds to setbacks with renewed and increased efforts; is persistent in the face of difficulty.
Inspires and persuades others to voluntarily follow direction, pursue and achieve goals, and adopt new positions or opinions.
Promotes the creation of shared mission, vision, and values, and uses those principles to guide actions.
Displays a positive attitude about the work to be done
Addresses issues in an open, constructive, professional manner, and persuades others to approach issues in the same manner.
Leads by example and sets standards for professional behavior. Helps those in need of assistance, regardless of rank.
Shows dedication in completing the work that must be done.

Examples of ineffective behaviours

Focuses only on achieving personal goals at the expense of team objectives
Avoids sharing knowledge, information and expertise with team members
Shows little support for, or undermines fellow team members

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Problem Solver

Examples of demonstration of competency

Frames problems before trying to solve them. Breaks down problems and identifies all of their facets, including hidden or tricky aspects.
Shows insight into the root-causes of problems. Generates a range of solutions and courses of action with benefits, costs, and risks associated with each.
Probes all fruitful sources for answers, and thinks ‘outside the box’ to find options. Uses the good ideas of others to help develop solutions. Seeks advice from those who’ve solved similar problems.
Tests proposed solutions against the reality of likely effects before going forward; looks beyond the obvious and does not stop at the first answers.
Evaluates the chosen course of action after it has been implemented to determine its worth and impacts.

Examples of ineffective behaviours

Is reluctant to change when faced with new demands or challenges
Shows little flexibility in attitude when faced with new ideas
Holds outdated views despite changes in the work environment

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Innovator and Risk Manager

Examples of demonstration of competency

Is receptive to new ideas and working methods
Assesses the risk while considering the objectives and parameters of the organization.
Identifies levels of risk and communicates to the group, stakeholders, or sponsors suggested options for achieving the objective with a shared-understanding of the risks
Promotes shared mission, vision, and values, and encourages creativity and innovation.

Examples of ineffective behaviours

Is reluctant to change when faced with new demands or challenges
Shows little flexibility in attitude when faced with new ideas
Holds outdated views despite changes in the work environment

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Managerial Acumen

Examples of demonstration of competency

Follows fiscal guidelines, regulations, principles, and standards when committing fiscal resources
Monitors costs and seeks to use the most cost- effective methods
Identifies, organizes and effectively manages the financial and human resources needed to achieve results
Is able to quickly re-allocate resources and reset priorities in response to unexpected events
Establishes measures to monitor resources and progress of activities as planned

Examples of ineffective behaviours

Fails to identify and organize the resources needed to accomplish tasks
Is slow in reallocating resources and shifting priorities when faced with changes
Fails to monitor own and others’ goals, activities and budgets

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Client Orientation

Examples of demonstration of competency

Builds and maintains client satisfaction with the products and services offered by the organization; provides excellent service to internal and external clients.
Can describe clients’ expectations. Shows interest in, anticipates, and responds timely to customer needs.
Delivers products and services when and where the client needs them. Explores options when unable to deliver a requested service, and pursues solutions until the client is satisfied.
Seeks client feedback and ensures needs have been fully met.
Seeks ways to improve service delivery. Assesses the organization and its services from the client’s point of view. Emphasizes a team approach to providing great client service.
Recognizes adverse client reactions and develops better alternatives.

Examples of ineffective behaviours

Does not measure and understand the attitudes among external stakeholders including client engagement, evaluations, external audits and business results.

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Systems Thinker

Examples of demonstration of competency

Demonstrates an excellent understanding of the complex interrelationships of factors which impact the career development environment
Anticipates new trends and identifies opportunities/ Sees underlying principles, patterns, or themes
Examines data to grasp issues, draw conclusions, and solve problems.
Identifies key facts in a range of data. Notices when data appear wrong or incomplete, or need verification.
Breaks down complex information into component parts.
Goes beyond analyzing factual information to develop a conceptual understanding of the meaning of a range of information.

Examples of ineffective behaviours

Fails to think of the broader context; isolates work to own technical field
Considers only a narrow or local perspective when developing strategy and plans
Develops strategies without involving or consulting others
Fails to base initiatives or actions on a clear long term vision

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Organizational Leadership - Emergency/Crisis Manager

Examples of demonstration of competency

Recognizes situations that warrant assertive action and moves forward without hesitation.
Clearly explains laws, rules, and regulations
Remains calm during the course of activities to lessen the chance of hostility
Provides direction in crisis situations. Defuses potentially violent people or situations, calming others and removing them from harm
Works through difficult situations in a positive manner. Broaches issues in ways that allows rational and open discussion.

Examples of ineffective behaviours

Demonstrates helplessness when confronted with ambiguous emergency/crisis situations
Demonstrates a lack of emotional control during difficult situations
Reacts in a hostile and overly defensive way
Fails to make use of opportunities to fill knowledge and skills gaps
Transfers own stress or pressure to others

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Welcoming and Inclusive

Examples of demonstration of competency

Maintains an open, approachable manner, and treats others fairly and respectfully. Preserves others’ self-confidence and dignity, and shows regard for their opinions.
Seeks and considers ideas from those who are reluctant to express their points of view. Anticipates and recognizes the concerns of others, even if those concerns are not openly expressed.
Builds rapport by listening to, discussing and negotiating with, and rewarding, encouraging, and motivating others.
Asks questions to identify shared interests, experiences, or other common ground; takes time to get to know co-workers to build rapport and establish a sense of community and belonging.
Celebrates workplace success and achievement. Supports the good ideas of others.
Expresses gratitude and appreciation to others who provide information, assistance or support.

Examples of ineffective behaviours

Fails to acknowledge or recognize others ideas or contributions
Does not engage others to solicit alternative points of view
Does not encourage or motivate

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Communicator

Examples of demonstration of competency

Speaks and writes clearly, adapting communication style and content so they are appropriate to the needs of the intended audience
Conveys information and opinions in a structured and credible way
Encourages others to share their views; takes time to understand and consider these views

Examples of ineffective behaviours

Does not share useful information with others
Does little to facilitate open communication
Interrupts or argues with others rather than listening
Uses jargon inappropriately in interaction with others
Lacks coherence in structure of oral and written communications; overlooks key points

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Inspirational

Examples of demonstration of competency

Inspires and persuades others to voluntarily follow direction, pursue and achieve goals, and adopt new positions or opinions.
Promotes the creation of shared mission, vision, and values, and uses those principles to guide actions.
Coaches others regardless of performance level. Shares specialized approaches and skills that will increase capabilities.
Listens and responds appropriately to other team members’ ideas. Offers support for others’ ideas and proposals.

Examples of ineffective behaviours

Focuses only on achieving personal goals
Avoids sharing knowledge, information and expertise with team members
Shows little support for team members

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Trusts Others

Examples of demonstration of competency

Gives people latitude to make decisions in their own sphere of work.
Expresses confidence in the ability of others to be successful.
Allows others to make decisions or take charge.
Encourage groups or individuals to resolve problems on their own; avoids prescribing a solution.

Examples of ineffective behaviours

Shows little trust in others and does not delegate work to others
Fails to recognize potential of staff
Does not pay attention to development needs of staff

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Accountable and Dependable

Examples of demonstration of competency

Takes personal responsibility for the quality and timeliness of work, and achieves results with little oversight.
Meets productivity standards, deadlines, and work schedules.
Does not make excuses for errors or problems; acknowledges and corrects mistakes.
Focuses on results and desired outcomes and how best to achieve them in order to get the job done.
Sets goals and works diligently to achieve them
Looks for opportunities to help move a project along; volunteers to help others with projects or assignments.
Sees w hen analysis and discussion have served their purpose and moves to action.
Responds to setbacks with renewed and increased efforts; is persistent in the face of difficulty.

Examples of ineffective behaviours

Does not delegate work appropriately to staff
Is over-protective towards own area of work and impedes cross-organization action
Does not provide staff with the necessary support to meet objectives
Gives unclear or partial instructions and is vague about expected results

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Talent Manager

Examples of demonstration of competency

Helps others identify key goals and use their talents to achieve those goals. Sees others’ potential and strengths, and works to build on them.
Actively supports others stretching beyond their comfort levels and trying new techniques that may enhance success.
Openly shares knowledge and resources
Helps remove barriers to productivity and success.

Examples of ineffective behaviours

Fails to recognize the potential of staff, paying insufficient attention to development needs
Uses criticism as a development opportunity

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Culturally Aware

Examples of demonstration of competency

Sees the value of cultural, ethnic, gender, and other individual differences in people. Creates an environment of learning about, valuing, encouraging, and supporting differences.
Seeks different points of view and leverages diverse perspectives in group processes and decision-making. Checks own views against the views of others.
Supports fair treatment and equal opportunity for all. Listens to and objectively considers the ideas/input of others. Respects the talents and contributions of all individuals.
Strives to eliminate barriers to achieve diversity; ensures that new barriers to achieving diversity are not built

Examples of ineffective behaviours

Is unwilling to view issues from the perspective of others
Discriminates against individuals or groups
Makes judgements based on perceived cultural stereotypes
Seeks to relate only to persons of similar culture, religion, gender or level
Rationalizes all potential conflict by attributing the cause to differences in culture.

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - People Person

Examples of demonstration of competency

Gets along and interacts positively with co-workers and others; understands and relates to others.
Understands the interests and concerns of others.
Listens attentively to people’s ideas and concerns.
Finds non-threatening ways to approach others on sensitive issues.
Anticipates how others will react to a situation.
Notices and interprets what others are feeling, based on their choice of words, tone of voice, expressions, and other nonverbal behavior.
Examines own behaviour and attitudes to avoid stereotypical responses
Considers issues from the perspective of others

Examples of ineffective behaviours

Discounts others ideas and concerns
Does not pay attention to verbal and non verbal cues
Is not self aware
Does not consider issues from the perspective of others

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Team and Consensus Builder

Examples of demonstration of competency

Promotes organizational mission and goals, and shows the way to achieve them.
Links mission, vision, values, goals, and strategies to everyday work.
Expresses pride in the team and encourages people to feel good about their collective or individual accomplishments.
Willingness to independently support and encourage colleagues.
Demonstrates inclusion and actively supports team working and team spirit.
Helps remove barriers to team productivity and success.
Willingness to delegate responsibility, work with others, and coach to develop their capabilities
Conveys confidence in the team’s ability to be successful, especially with new and challenging tasks; allowing the team freedom to decide how they will accomplish their goals and resolve issues.
Gives the team latitude to make decisions in their own sphere of work.
Encourages the team to resolve problems on their own; avoids prescribing a solution.

Examples of ineffective behaviours

Focuses only on achieving personal goals at the expense of team objectives
Works independently in settings which require group work
Avoids sharing knowledge, information and expertise with team members
Exploits divisions in the team
Avoids dealing with conflict
Shows little support for, or undermines fellow team members

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: People Leadership - Conflict Resolution

Examples of demonstration of competency

Presents interests in ways that foster the understanding and resolution of problems. Seeks to understand others’ interests.
Gains other parties’ trust by being honest, respectful, and sensitive to their needs. Knows when to be gentle and when to be assertive, and acts accordingly. Avoids ultimatums.
Questions and counters others’ proposals without damaging relationships. Explains ideas or positions that gain acceptance or agreement. Works from facts and a strong knowledge base.
Remains open to many approaches to address needs or resolve issues. Seeks suggestions from other parties.
Seeks common interests and win/win solutions or mutually agreeable trade-offs.
Clearly communicates the reasons for seeking compliance. Explains the regulation, standard, or policy within the context of the situation.
Anticipates and responds constructively to resistance.
Avoids confrontational approaches and keeps the communication positive.

Examples of ineffective behaviours

Avoids dealing with conflict
Is unwilling to view issues from the perspective of others
Makes judgements
Do not consider issues from the perspective of others

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: External Leadership - Sector Competence

Examples of demonstration of competency

Demonstrates an excellent understanding of the complex interrelationships of factors which impact the career development environment
Anticipates new trends and identifies opportunities
Adeptly and actively articulates the identity and fit within the sector
Develops strategic plans which are in line with the organization’s mission

Examples of ineffective behaviours

Fails to think of the broader context; isolates work to own technical field
Considers only a narrow or local perspective when developing strategy and plans
Develops strategies without involving or consulting others
Fails to base initiatives or actions on a clear long term vision

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: External Leadership - Consultant

Examples of demonstration of competency

Collaborates with stakeholders to identify opportunities, options and resolve complex or sensitive issues.
Helps to develop a clear picture of the needs and best options from various perspectives.
Identifies resources and potential solutions that are practical and effective. Knows and explains where, when, and how to implement them
Helps stakeholders by advising on best practices
Acts proactively, recognizing important trends. Communicates those trends so stakeholders can better prepare to meet new challenges. Develops new services and service models in line with those needs.

Examples of ineffective behaviours

Does not develop collaborative relationships with other stakeholders
Does not capitalize on both formal channels and informal networks to further growth and development of the profession, programs and services
Does not keep current with issues, trends in the sector
Avoids sharing knowledge, information and expertise

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: External Leadership - Politically Astute

Examples of demonstration of competency

Understands internal and external politics and their impacts on the organization.
Knows the reasoning behind key policies, practices
Supports the public service mission and goals.
Aligns resources and maneuvers politics to solve problems or reach goals.
Uses knowledge of the workings, structure and culture of the organization and political climate to solve problems and accomplish goals.

Examples of ineffective behaviours

Does not seek to understand the political climate, public policy or practices
Does not utilize or align resources to solve problems or achieve goals

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: External Leadership - Community Leader

Examples of demonstration of competency

Aligns resources and maneuvers politics to solve problems or reach goals.
Uses knowledge of the workings, structure and culture of the organization and political climate to solve problems and accomplish goals.
Ensures joint ownership of goal setting, commitments, and accomplishments of stakeholders

Examples of ineffective behaviours

Does not encourage people to work together
Uses inappropriate arguments and ineffective negotiation techniques when trying to influence people
Fails to negotiate sustainable agreements
Lacks credibility and fails to create a positive impact

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: External Leadership - Connector

Examples of demonstration of competency

Seeks and considers ideas from those who are reluctant to express their points of view.
Builds rapport by listening to, discussing and negotiating with, and rewarding, encouraging, and motivating others.
Asks questions to identify shared interests, experiences, or other common ground; takes time to get to know stakeholders to build rapport and establish a sense of community and belonging.
Seeks to understand and create opportunities for promoting synergies between external partners to improve outcomes
Builds and maintains mutually beneficial work relationships and alliances inside and outside the organization, characterized by a high level of acceptance, cooperation, and mutual respect.
Encourages and assists others in building networks to improve results

Examples of ineffective behaviours

Shows little interest in developing effective relationships and mutual opportunities
Does not maintains an open, approachable manner, and does not treat others fairly and respectfully, or show regard for their opinions.
Only sees potential partners/stakeholders as completely separate entities with little impact upon each other
Works in isolation ad makes no proactive effort to integrate existing or new activities with others

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: External Leadership - Government and Funder Relations

Examples of demonstration of competency

Respects and values the role the funders plays and expresses gratitude and appreciation to others who provide information, assistance or support.
Identifies priorities in accordance with funders strategic directions. Develops and implements action plans, organizes the necessary resources and monitors outcomes.
Develops plans into clearly defined objectives that take account of changing circumstances
Identifies priorities and defines realistic objectives and timelines
Identifies, organizes and effectively manages the financial and human resources needed to achieve results
Establishes measures to monitor resources and progress of activities as planned
Monitors costs and seeks to use the most cost- effective methods
Ensures the project’s or program’s goals, purpose, and criteria for success are clear defined. Clarifies the related roles and responsibilities, deliverables, milestones, limits for independent decision-making, and needs and desires of the funder
Ensures needed resources and skill sets among staff are available. Averts scope creep.
Develops reasonable performance standards and ways of evaluating outcome quality.
Evaluates progress and success against performance standards. Appraises and resolves deficiencies and challenges
Ensures deadlines are met and keeps stakeholders informed of project/program status.
Clearly understands laws, rules, and regulations, as well as what constitutes a violation.
Follows guidelines, regulations, principles, and standards

Examples of ineffective behaviours

Shows little interest in developing effective relationships
Develops strategies without involving or consulting others
Fails to base initiatives or actions on contractual requirements
Fails to negotiate sustainable agreements
Develops plans which include conflicting priorities
Fails to identify and use the relevant processes to get things done

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Personal Leadership - Leadership and Personal Confidence

Examples of demonstration of competency

Demonstrates a mature and justified self-belief in one’s ability to do the job, and the conveyance of that belief.
Exhibits certainty about one’s competencies and skills
Provides an opinion or advice when appropriate.
Knows their preferences, resources and intuitions
Demonstrates drive through ambition, energy, initiative and tenacity
Feels assured that their attempts to influence are appropriate and right.
Tends to deal immediately and directly with problems and conflicts
Shows willingness to learn from previous experience and mistakes, and applies lessons to improve performance
Seeks feedback to improve skills, knowledge and performance

Examples of ineffective behaviours

Lacks confidence in abilities – Poor experiences lead one to believe they are poor at most things
Does not induce desirable responses in others
Procrastinates, ignores or passes problems on to others
Poor self image affects the way they behave and affect others

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Personal Leadership - Emotional Intelligence

Examples of demonstration of competency

Has the ability to perceive, control, and evaluate own emotions
Recognizes their own emotions and their effects
Exercises self regulation – keeps disruptive emotions and impulses under control
Diplomatically handles challenging or tense interpersonal situations.
Stays positive in the face of challenges and recovers quickly from setbacks
Uses constructive criticism to improve performance
Strives to understand the data, the people, and their views before making decisions and taking action.
Works through difficult or awkward interpersonal situations in a positive manner. Broaches sensitive issues ways that allows rational and open discussion.
Focuses on issues and interests instead of people or positions, even when personally attacked.
Delivers tough messages with sensitivity to minimize the negative impact on others; critiques constructively.
Thoughtfully intervenes in conflicts to improve communication, diffuse tension, and resolve problems. Seeks to find common ground and preserve relationships.

Examples of ineffective behaviours

Unable to accept constructive feedback
Lack trust in others
Blame others for their problems
Make decisions based on emotions rather than sound reasoning
Not aware of other’s feelings
Behave in insensitive ways to others
Struggle to maintain quality relationships
Has emotional outbursts

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Personal Leadership - Personal Stability

Examples of demonstration of competency

Resolute and humble
Credible and trustworthy
Have strong convictions and core values that drive their actions
Create and provide a stabilizing influence on others
Demonstrate consistent behaviour

Examples of ineffective behaviours

Inconsistent actions and erratic behaviour have negative effects on culture, productivity and trust
Difficulty in retaining experienced and knowledgeable personnel for long periods of time
Others are unsure as to what matters and what is or is not acceptable

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Personal Leadership - Continuous Learning and Development

Examples of demonstration of competency

Curious
Applies own talents to work assignments, and hones the competencies needed in current job.
Looks for better ways to perform routine aspects of job or assignments.
Asks for and uses feedback to improve performance.
Sees failure as an opportunity to learn from past results, and continues to learn and grow.

Examples of ineffective behaviours

Does little continuous learning and professional development
Ignores innovative or creative inputs from others and is biased towards favouring the status quo
Changes processes and methods in a radical way, without consulting others or considering
Avoids or dismisses feedback about organizational effectiveness

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Scoring Guide: Personal Leadership - Work/Life Balance

Examples of demonstration of competency

Biased toward empathetic and compassionate behaviour
Acts as a positive role model
Provides team members with family and personal supports and informs them why they are important
Encourages nonwork activities for employees to broaden their network, build new skills and gain a greater sense of purpose
Remains fluid and constantly assesses personal goals and priorities
Prioritizes overall physical, emotional and mental health
Encourage team members to take time off

Examples of ineffective behaviours

Unwilling to support work/life balance from the perspective of others
Does not accept that work/life balance is necessary

Examples of methods for validation of competency

Active engagement with colleagues, management, partners, and mentor
Effectiveness and successes of partnerships/collaborations
Specific observations (describe)
Case file monitoring and review
Number and appropriateness of client referrals
Workload reports – Barrier identification, appropriateness of activities, timely follow-up, etc.
Client follow through
Successful mitigation of relationship challenges
Client successes
Effective and appropriate use of assessments and resources
Relevant knowledge enhancement activities
Knowledgeable in relevant legislation
Integration of new knowledge into practice
Committee participation
Client, stakeholder focus groups, surveys
Client satisfaction measurement process and compliant process
Compliance with organizational policies such as service standards, code of conduct, privacy
Presentation or workshop content/quality
Contributions to field of practice
Advocacy activities
Policy development
Other

Competency Evaluation

Name of evaluator

Name of evaluatee

Professional Responsibility

Deliver services within scope of practice

Professional Responsibility

Maintain professional boundaries

Professional Responsibility

Obtain informed consent

Professional Responsibility

Protect information and records

Professional Responsibility

Represent career development qualifications

Ethics and Regulations

Comply with legislation and regulations

Ethics and Regulations

Follow ethical decision-making process

Client-Practitioner Relationship

Establish and sustain working alliance

Client-Practitioner Relationship

Build self-agency

Client-Practitioner Relationship

Help clients address and prevent conflict

Client-Practitioner Relationship

Engage reluctant or resistant clients

Client-Practitioner Relationship

Manage abusive client behaviour

Client-Practitioner Relationship

Help clients manage mental health

Diversity and Inclusion

Respect diversity and inclusion

Diversity and Inclusion

Promote diversity and inclusion

Diversity and Inclusion

Advocate for client

Evidence-Based Practice

Develop evidence-based interventions

Evidence-Based Practice

Monitor client progress

Evidence-Based Practice

Maintain client records

Professional Development

Develop and maintain professional relationships

Professional Development

Engage in lifelong learning

Professional Development

Collaborate with peers

Health and Wellness

Manage emotional responses

Health and Wellness

Interact with others in respectful and civil manner

Health and Wellness

Plan and organize work

Health and Wellness

Maintain health and wellness

Communication

Use active listening skills

Communication

Communicate verbally

Communication

Communicate non-verbally

Communication

Communicate in writing

Communication

Conduct meetings

Communication

Deliver presentations

Digital Literacy

Use digital technology

Digital Literacy

Respond to cybersecurity breaches

Foundational Knowledge and Applied Theories

Understand career development theories and models

Foundational Knowledge and Applied Theories

Apply career development theories and models

Awareness of Diverse Worldviews

Work with Indigenous Clients

Awareness of Diverse Worldviews

Work with Immigrant Clients

Awareness of Diverse Worldviews

Deliver services within
scope of practice

Represent career
development qualifications

Help clients address and
prevent conflict

Develop and maintain
professional relationships

Interact with others in
respectful and civil manner

Understand career development
theories and models

Apply career development
theories and models

Work with clients affected
by work disruption

Work with clients living
with a disability

Design information
sessions or workshops

Deliver information
sessions or workshops

Work with employers to
create job opportunities

Support employers in development of
recruitment and selection strategies

Support employers and employees in
development of job maintenance strategy

Contribute to development
of public policy

Build public awareness of Career
Development Professionals

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