Get Clear on Staff Expectations with This Fundamental Resource
I've worked with dozens of nonprofits as a consultant. And one thing I hear over and over again is the need for clear staff expectations. And you might be thinking, but isn’t that what the job description is for? Isn't it all laid out there?
A job description is a great first step – and it's an input into the fundamental resource I often recommend, a competency model. In this episode, I’ll share what a competency model is and how it can help your staff thrive.
Listen to the episode or scroll down to read the blog post ↓
Key Points:
01:41 What’s a competency model? And how it can impact your nonprofit organization
03:05 What you should consider when creating a competency model for your nonprofit
03:45 Engaging staff in creating your competency model
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Get Clear on Staff Expectations with This Fundamental Resource
How do your staff know what is expected of them? Sure, you could point to a job description. Maybe they have regular check-in meetings with the supervisor. They might even get held responsible for some things on a performance review.
But did those things capture the skills they need to be successful?
In this episode of Learning for Good, we're going to explore one fundamental resource your nonprofit can use to get clear on staff expectations, a competency model.
What’s a Competency Model?
I've worked with dozens of nonprofits as a consultant. And one thing I hear over and over again is the need for clear staff expectations. And this might make you think…
Don't you have a job description? Isn't it all laid out there already?
A job description is a great first step. And it's an input into the fundamental resource I often recommend – a competency model.
“A competency model identifies the skills that are needed to be successful within your nonprofit [...] But it also goes deeper to define what those skills look like for your staff, and shows how the expectations differ as you grow and your career and take on different or more responsibilities.” - Heather Burright
For example, let’s say that in your nonprofit, good communication skills are what you need to be successful. That might mean that as an early career staff person, your focus might be on clear written or verbal communication skills. And for an executive leader or senior leader, that expectation might still remain, but you might also have the expectation of being able to engage in thought leadership within the industry.
A competency model helps you be clear and specific about what staff needs to be successful.
What You Should Consider When Creating a Competency Model for Your Nonprofit
When you create a competency model, you should be looking at your organization's strategies and goals.
“You should be reviewing your organization's strategic plan, organizational values, and any other relevant data so that you can identify those key skills that will actually help propel the organization toward that future vision.” - Heather Burright
When I do competency models for nonprofits, job descriptions are sometimes an input and a part of the process. But there’s more to a competency model than just that. And you can get your staff involved to help create one for your nonprofit.
If you have done this, and it still isn’t working as you hoped, I recommend listening to episode 18, Four Reasons Your Competencies Don't Work, and episode 20, How to Determine Which Competencies are Right for You.
Engaging Staff in Creating Your Nonprofit’s Competency Model
I'm a big believer in engaging staff in creating pretty much anything. And when I work with nonprofits to create competency models, it's no different. I want to hear from staff.
I ask questions about their expectations of themselves and others. I ask about how they are held accountable and what they are held accountable to. I ask about how people are rewarded or promoted within the organization. I ask about their best supervisors. And I ask supervisors about their best employees.
It's all part of creating something that resonates with and meets the needs of your nonprofit.
And then once your nonprofit’s competency model is created, you can use it to:
Communicate expectations
Hire with those competencies in mind
Use it when planning your interview questions
Provide a framework for learning and development teams
Provide a framework for assessing staff during any kind of performance management cycle
Set new goals with staff
And these are just a few of the ways that you can use competency models to get clear on staff expectations.
Now, if you want to hear more about the process of creating a competency model, check out episode 19 of Learning for Good – One Nonprofit’s Honest Opinion After Six Months with a Competency Model with special guest Kristi Burnham, Vice President of Professional Learning and Leadership Development at UNICEF USA.
In that episode, we talk about the process that they used and how they're planning on using their competency model now that they have one in place.
The Nonprofit Learning and Development Collective
Do you wish you could connect with other nonprofit learning and development leaders?
I know what it feels like to want someone to bounce ideas off of and to learn from, someone who really understands you and your work. Imagine if you could have a simple way to meet people in the field, ask questions, and share information.
That's why I created the Nonprofit Learning and Development Collective – so nonprofit L&D, talent management, and DEI leaders can connect with each other quickly and easily in a virtual space.
When you join this community, you will walk away with a new, diverse, and powerful network – and a sounding board for your staff development needs.
So if you're ready to exchange ideas and collaborate with your peers, come join the Nonprofit L&D Collective.
