Essential Requirements


Dependability:  Recognizes their responsibilities to the agency and applies effective work habits and attitudes to meet work requirements. Accomplishes tasks by showing concern for all aspects of the job and manages workload or completes tasks in a timely manner.




Meets Expectations (Attends work regularly and on time. Plans appropriately for absences. Assumes personal accountability for work.)


Unsatisfactory (An Unsatisfactory rating in Dependability will result in an Overall Performance Rating of Unsatisfactory.)







Agency Values:  Individuals adhering to agency values align their actions with high standards of conduct, accept responsibility for behavior and exhibit personal integrity at all times. Acts as a role model for other employees and does the right thing, even when no one is watching. Individual does not waste agency resources (i.e., time, material).




Meets Expectations (Demonstrates personal integrity and ethical behavior. Displays good stewardship of public resources. Adapts to changes in processes, procedures or responsibilities.)


Unsatisfactory (An Unsatisfactory rating in Agency Values will result in an Overall Performance Rating of Unsatisfactory.)






Core Competencies



Job Responsibilities:  Please rate the individual on execution of their expected day-to-day responsibilities, and specialized knowledge as outlined in the job description. Specialized Knowledge is the knowledge of and/or skill in a particular field (e.g., marketing, engineering, etc.) or trade (e.g., electrician, housekeeping, etc.) and the ability to apply that knowledge and/or skill in a variety of business situations.




Learner: (Limited ability to conduct job responsibilities; needs more experience or practice. Requires clear and specific instructions to get the job done. Understands enough to independently handle some routine tasks of the job. Understands regulations and policies; correctly applies them.)


Experienced Knowledge: (Technically experienced and competent. Has thorough working knowledge of the area. Handles most routine tasks of the job; needs direction for more difficult tasks. Supervises others effectively through proper delegation, communication, and follow-up.)


Expert Knowledge: (Can exercise independent judgment regarding all technical issues and responsibilities. Understands how area of responsibility relates to broader issues. Requires assistance for the most difficult aspects of the job. Supervises others with a focus on coaching for effective performance.)


Transferring Knowledge: (Independently handles the most difficult aspects of the job. Understands how the area of knowledge relates to broader departmental or agency goals. Plays a role in transferring skills and knowledge to others. Takes responsibility for projects and tasks that have broader departmental or agency impact.)







Communication:  Understands others' ideas and expresses thoughts and information effectively, utilizing appropriate gestures, tone, organization, grammar, format and materials. Maximizes performance through effective communication and develops a communication style that optimizes individual and team performance. It includes expressing ideas, requesting actions, summarizing events, and formulating plans by means of clear and effective writing, communicating, or presenting.




Employee does not demonstrate any of the levels below; this competency will be included in the employee's development plan.

Shares Information: (Shares relevant information and keeps others informed. Listens to others' opinions. Explains reasons for decisions.)


Facilitates Participation: (Communicates objective and purpose and how individual is critical to team success. Encourages participation from all team members. Runs effective meetings; uses agendas, outlines expectations, keeps group focused. Negotiates for win-win solutions.)

Tailors Communication: (Understands audience and tailors communication so that it is perceived as being clear, relevant, and even handed. Develops a communication style to facilitate a positive team environment and advance the team's agenda. Adjusts style/approach to build partnerships with others and to ensure acceptance of ideas.)

Uses Communication to Promote Agency Effectiveness: (Uses communication to promote broad learning, effectiveness and efficiency. Communicates with different people at different levels throughout the agency to ensure the buy-in of others. Communicates broadly to ensure others understand the link between the current task and long-term strategies.)







Customer Service:  Addresses underlying customer needs that add value, to remove causes of customer's problems and ensure the long-term viability of the relationship. It includes demonstrating understanding of the customer's point of view, delivering on commitments, gaining the confidence of customers, and maximizing customer satisfaction. Customers include external and internal customers or clients, suppliers, etc.



Employee does not demonstrate any of the levels below; this competency will be included in the employee's development plan.

Maintains Communication: (Follows through on customer inquiries, requests, and complaints. Keeps customer up-to-date about progress of projects. Gives friendly, cheerful service and distributes helpful information to customers. Maintains clear communication with customers regarding mutual expectations.)

Takes Personal Responsibility: (Takes personal responsibility for correcting customer-service problems. Corrects customer-service problems promptly and undefensively. Makes self fully available to the customer, especially when they are going through a critical period.)

Addresses Underlying Customer Needs: (Seeks information about the real, underlying needs of the customer beyond those expressed initially. Makes concrete attempts to add value to the customer, to make things better for the customer in some way. Gets at the root of a customer problem and removes the cause of the problem.)

Uses Long-Term Perspective: (Develops strategies and solutions that have long-term benefits for the customer. Addresses customer problems with a focus on the long-term relationship. Proactively builds customer relationships and maintains good relationships with the customer over the long term.)







Initiative:  Identifies a problem, obstacle or opportunity and takes action to address current or future problems or opportunities.



Employee does not demonstrate any of the levels below; this competency will be included in the employee's development plan.

Addresses Current Opportunities or Problems: (Recognizes when a situation calls for a different approach from the usual. Pulls together ideas, issues and observations when a new perspective emerges. Recognizes and acts on current opportunities.)

Is Decisive in a Crisis: (Acts quickly and decisively in a crisis situation. Makes decisions and takes action where the norm is to wait and hope the problem will resolve itself. Is prepared to try out different solutions or take a different approach.)

Plans Ahead and Takes Action: (Looks for opportunities to make improvements. Looks beyond the facts in order to develop solutions that have currently not been used in the agency before. Generates new and varied solutions to problems. Identifies changes that will improve performance in own agency.)

Anticipates and Prepares for Long-Term Problems: (Anticipates situations 6 months to a year ahead or more and acts to create opportunities or avoid problems that are not obvious to others. Applies and modifies learned concepts, methodologies or ideas that have been used in other departments or agencies, to develop new solutions to problems.)







Teamwork:  Achieves team objectives by developing and sustaining cooperative relationships. Employee works cooperatively with others as part of the team, as opposed to working separately or competitively. At the highest levels, it includes an ability to ensure the cohesiveness of the team and to ensure success.



Employee does not demonstrate any of the levels below; this competency will be included in the employee's development plan.

Cooperates: (Cooperates willingly with others. Ensures all group members have the relevant and needed information. Speaks positively of other team members.)

Solicits Input: (Solicits ideas and opinions from others to help form specific decisions or plans. Genuinely values others' input and expertise and is willing to learn from others.)

Encourages Others: (Takes specific steps to create a team environment and model desired behavior. Encourages all members of the group to contribute. Publicly recognizes the contributions of other team members.)

Promotes the Team: (Acts to promote a friendly climate, good morale and cooperation within the team. Protects and promotes the team's reputation with others. Resolves team conflicts. Brings conflict within the team into the open and encourages or facilitates a beneficial resolution. Partners with other teams and promotes collaborative decision making to solve problems.)






Leadership Competencies



Performance Management:  Promotes employee development opportunities and fosters the long-term learning or development of others. Sets clear goals and expectations, ensures feedback and addresses performance issues in a timely manner. It includes the ability to apply State of Kansas regulations and policies, to delegate effectively, to deal with performance issues, and to hold others accountable.



Employee does not demonstrate any of the levels below; this competency will be included in the employees' development plan.

Sets Clear Objectives and Expectations: (Gives detailed explanations of specific goals and objectives to others. Delegates effectively to employees to enable focus on managerial responsibilities.)

Holds People Accountable for Performance: (Sets goals or objectives for employees that drive high performance. Holds employees accountable for their performance. Reviews employee's performance against clear standards and objectives, and rectifies performance issues. Provides timely feedback and performance evaluations to employees.)

Coaches for Effective Performance: (Provides real-time coaching to others to improve performance. Addresses performance problems early to ensure minimal department or agency impact. Utilizes employee recognition to reinforce positive outcomes and behaviors. Identifies training or development needs for team or group of employees.)

Creates Climate for High Performance: (Implements specific tactics to create a climate for high performance. Interfaces with other leaders to develop best-practice people practices for the good of the agency. Develops employees for future roles.)

Does Not Apply







Leadership:  Outstanding State of Kansas managers view themselves as leaders of people. They recognize that they are responsible for facilitating the work of their employees, which may mean providing essential information, creating efficient work structures or processes, or securing additional resources. These leaders inspire confidence in people and create excitement about the work and purpose.



Employee does not demonstrate any of the levels below; this competency will be included in the employee's development plan.

Keeps People Informed: (Provides clear, consistent, and ongoing communication to team members. Lets people affected by the team know what is happening and the status of decisions. Makes sure the team has all the information it needs to make decisions and carry out its responsibilities, individually and collectively. Explains the reasons behind a decision promptly and candidly.)

Promotes Team Effectiveness: (Creates the conditions that enable the team to perform at its best (e.g., setting clear direction, delegating responsibility, getting the right people). Makes team membership (including selection and dismissal) and assignments in a manner that promotes morale and productivity of the team. Obtains input from others to promote the effectiveness of the team.)

Takes Care of the Team: (Obtains needed resources and information that the team needs to meet its goals. Provides or secures needed support and development for individuals or the team as a whole. Holds team members accountable for their contributions to team success, including bringing team resources to their assistance.)

Inspires the Team: (Generates excitement, enthusiasm, and commitment to agency and/or departmental goals. Develops a workforce plan that positions the department or agency for long-term success. Inspires confidence in the mission of the agency. Models desired behavior.)

Does Not Apply






Agency Competencies


Safety:  Evaluate the degree to which the employee follows and promotes work and safety rules and instructions.


Meets Expectations (Demonstrates an acceptable knowledge of safety rules, practices and instructions; promotes adherence to safety rules.)

Does Not Meet Expectations (Does not demonstrate an acceptable knowledge of safety rules, practices and instructions; fails to promote adherence to safety rules.)





Care of Equipment:  Evaluate the degree to which the employee uses and/or maintains equipment.


Meets Expectations (Uses and/or maintains equipment appropriately and requests repairs in a timely manner.)

Does Not Meet Expectations (Fails to use and/or maintain equipment appropriately and request repairs.)