Leadership Competency Model

Adheres to all financial and budgetary rules and procedures.​

​Works with others to generate and manage financial allocations in support of strategic priorities after having analyzed their impact on the organization and with a demonstrable awareness of opportunity costs.

​Establishes systems to monitor expenditures, financial processes, and risk management within the organization to ensure that financial resources are effectively allocated to achieve goals and objectives.​

​Identifies the organization's core business and customers.

​Demonstrates a comprehensive understanding of the division's and organization's business, customers, and processes.

​Sets an expectation for enterprise-wide understanding of the organization by ensuring a shared knowledge of the business, its objectives, processes, and stakeholder impact.

Demonstrates an awareness that decisions must be made based on evidence rather than on gut-checks or intuition alone.

Can interpret data, and makes timely, informed decisions that account for data-driven facts, objectives, and risks, even with difficult issues, and can explain the decision-making rationale.

​Promotes a workforce environment that values independent or team-led decision making, based on empirical evidence and seasoned analysis, with clear efforts to eliminate the effects of unconscious bias and other impediments of good judgment.

Shows a curiosity and willingness to learn the business fundamentals of California state government.

Identifies the role of labor relations in California state government.

Creates an organizational culture that ensures consistent application of labor relations processes and maintains positive labor relations.

​Understands the importance of job duties and expectations related to the mission.

​Provides clarity of job duties and expectations, provides timely and constructive feedback to team members and ensures alignment with mission.

​Creates a climate where everyone knows their purpose and their role in achieving mission-, vision-, and values-driven outcomes.

​​Aware of the importance of their role in the organization.

​Involves others in designing and executing the process by which the day-to-day work gets completed and removes barriers to increase effectiveness.

​Fosters a culture that promotes employee engagement through regular communication and interaction, inclusion, and belonging.

​​Realizes that personal actions and quality of work impact the workplace.

​Champions the use of respect, recognition, and praise within the team and unit and directly identifies and addresses morale problems.

​Demonstrates commitment to and alignment with the organization's vision, mission, and values by promoting them regularly and encourages ongoing collaboration throughout the organization.

​​Recognizes the importance of development in a professional workplace.​

​Inspires others to act and to continuously seek to learn.

​Champions a culture of learning, continual development, and empowerment.

​Recognizes the importance of using available information to make an informed decision.

Empowers their team to use the information and resources available to make decisions that drive results.

Creates an environment that embraces informed and timely decision making that considers innovative solutions to move the organization forward. Understands the importance of tomorrow’s goals in the context of today's priorities.​

​States assigned goals and takes personal responsibility for results.

​Translates objectives into specific measurable metrics and can articulate the approach necessary to achieve key performance indicators (KPIs.)

​Supports the process of defining metrics, monitors progress and outcomes by ensuring that the objectives and key results are effective, demonstrates knowledge about the organization's metrics, and shares the knowledge of them and progress with the stakeholders.

Displays an awareness of the concept of waste and seeks ways to more efficiently perform their work.

Searches for ways to identify root causes of workplace issues, eliminate waste, and improve quality of work products.​

​Encourages and supports enterprise-wide innovation, ideas, and approaches to uncover the root causes of workplace inefficiencies. Identify and eliminate waste and continually improve services and other deliverables.

Uses negotiation and mediation skills.

Negotiates with a team of managers or employees across agencies to address mutual issues and concerns. (exemplifies emotional intelligence)

​Recognizes they work in a complex environment.

​Understands and explains the broader environment and competing influences and demands.

​​Navigates external influences to set the organization’s broader environment.

​​Identifies and appropriately uses and maintains department resources.

​Maximizes efficient use of resources.

​Advocates for resources and maintains fiscal responsibility.

​​Understands the mission of the organization and seeks additional knowledge to support their role.

​Validates that organizational knowledge is accurately documented and shares with others.

​Creates accountability for clear standards of work and fosters an environment where knowledge transfer occurs regularly.​

​​Understands responsibility for placing public interests above self-interests.

​Sets team expectations to place public interests above self-interests.

Recognizes the importance of professional development and willingly accepts coaching from immediate supervisor.

Provides coaching and mentoring to their team and demonstrates openness to being coached and mentored.

Builds an environment where coaching and mentoring are embedded in the organizational culture with a strong commitment to grow and develop people.

​Knows the value of saying thank you and shows gratitude to individuals who support them.

​Acknowledges contributions and shows formal appreciation through division and department-wide recognition.

​Champions formal and informal recognition programs and is a role model by personally attending events highlighting their employee’s success.

Understands delegated assignments are opportunities for self-development and team success. Recognizes the value of their role as a member of a team.

Empowers others through appropriate and challenging assignments that build employees’ knowledge of basic workforce planning principles and skills, including recruitment, retention, professional development, succession management, and knowledge transfer.

​Ensures that a planning process and workforce and succession plans are actively implemented to recruit and retain valuable talent, to meet the organization’s short- and long-term strategic goals and objectives.

Understands the connection between organizational goal achievement, recruitment, and retention of staff.

Uses best hiring practices and minimizes conscious and unconscious bias in all hiring decisions.

Creates a culture that supports and encourages the civil service merit system for all hiring and selection decisions. Seeks to minimize conscious and unconscious bias in hiring processes.

​Appreciates having a clearly communicated vision in order to align efforts.

​Communicates a clear, vivid, and relatable description of where the organization should be in 3, 5, and 10 years, as well as the challenges and opportunities.

​Establishes, monitors, adjusts, and communicates the vision and strategic plan to remain aligned with global and organizational changes and input from key stakeholders.​

​​Fully supports and the vision and mission of the organization.

​Expresses the organization’s vision in a way that resonates with others as demonstrated by their words and actions.

​Ensures that there is a clear connection between tactical business plans, the organization’s strategic plan, and the vision.

​​Recognizes the importance of change and transition to enhance performance.

​Manages and encourages the process of change and transition.

​Champions the necessity for change and provides adequate resources to implement.

​​Aware of the importance of thinking strategically and having short-term and long-term business plans.

​Influences others to translate vision into business plans and actions in alignment with the organization’s strategic goals.