The High Performance
Development Model
Meeting Performance Demands
Through All-Employee Learning
Four Levels
• Level I--Frontline staff,
staff those without
supervisory responsibility
• Level II--
II First line supervisors and team
leaders
• Level III--
III Division or product line leaders,
leaders
other middle managers
• Level IV--
IV Senior executive leaders
The 8 Core Competencies
Organizational Stewardship
Systems Thinking
Creative Thinking
Flexibility/Adaptability
Customer Service
Interpersonal Effectiveness
Personal Mastery & Technical Skills
Personal Mastery
• Assumes responsibility
to assess one’s
strengths and needs,
plans continued growth
and learning, balances
competing priorities
and demands, &
actively seeks feedback
from others.
Technical Skills
• Displays skills and
abilities to perform
assigned tasks,
including basic
literacy and
computer skills, &
participates in
measuring
outcomes of work.
Interpersonal
Effectiveness
• Communicates
clearly, listens
actively,anticipates
customer needs,
contributes within
group projects, &
coaches others in
their learning and
development.
Customer Service
• Committed to
exceeding the
customer’s needs,
understands the
customer’s
perspective, & uses
customer feedback
to improve
individual
performance.
Flexibility/Adaptability
• Demonstrates
resilience, remains
calm in high-pressure
situations, accepts
new assignments and
challenges, &
responds
productively to
change.
Creative Thinking
• Thinks “out of the
box,” open to see
alternative solutions,
challenges
assumptions,
encourages & supports
new ideas, & takes
appropriate risks.
Systems Thinking
• Able to see the
relationship of the
part to the whole, to
know how one’s
actions affect
others, grasps the
“big picture”, &
encourages
teamwork.
Organizational
Stewardship
• Committed to the
mission and vision
of the
organization,
shows a concern
for co-workers and
customers, uses
resources wisely,
& supports others
in their work.
Global Accountability
Holistic Leadership/Org. Ecology Organizational
Stewardship
Connecting the Dots Systems thinking
Reaching Outside of the Box:
Taking Risks Creative Thinking
Becoming Comfortable
Flexibility/Adaptability
with Unpredictability Controlled
Becoming Other Accountability
Customer Service
Oriented
Dealing with
Interpersonal Effectiveness
Others
Dealing
with Personal Mastery Technical Skills
Self
The 6 Tools
Core Competency Development
Continuous Assessment
Performance Management
Coaching and Mentoring
Performance Based Interviewing
Continuous Learning Opportunities
Performance-Based
Interviewing
• Past behavior is the best predictor of
future behavior
• Analyze & identify the essential qualities
for high performance & develop
behavioral questions
• Interview all candidates seeking specific
examples of past performance
• Verify information
• Select best match of job requirements
and past experience
Continuous Assessment
• Self-assessment through new
learning technologies
• 360, 180 or other assessment on
core competencies
• Continuous feedback through
coaching and mentoring
Coaching and Mentoring
• Instills organizational values and norms
• Creates a climate for learning
• Establishes trust and common goals
• Translates setbacks into learning
opportunities
• Can be done by anyone at any time
Continuous Learning
Opportunities
• Increased access to learning
opportunities
• Core curriculum on the competencies
• Learning through real work
• Just-in-time, rather than just-in-case
• Builds a culture of continuous learning
Performance Management
• Develop the organization to meet its mission
• Measure individual and organizational
performance
• Link education to business outcomes
• Setting Clear Expectations – Establishing
Measures that are compatible with
organizational goals, and focusing on the
“critical few”
Core Competency
Development
• Provide all employees with skills
for their lives
• Create leaders at all levels in the
organization
• Long term commitment
Personal Development Plan
“Planning for YOUR Future”
What is a PDP?
• A tool that will assist
you in realizing and
achieving your career
goals.
• A tool that outlines
knowledge and skills
that will benefit the
employee and the
organization.
“5 Star” PDP
(1) Career Goals
(5) Timelines (2) Skills &
Competencies
(4) Developmental
Activities (3) Assessment
(1) Career Goals
• Reflect one’s dreams or aspirations in
the work place.
• Long Term (5 yrs)
• Short Term (1-2 yrs)
Why don’t PDP’s always
work?
Lost in the VA ‘PDP black hole?’
USE IT!
Are your Goals SMART?
HAS TO BE A CLEAR ROADMAP
Specific
Measurable
Attainable
Realistic
Timely
(2) Skills and Competencies
Competency: ability to perform a task.
1) Identify Job Competencies
(experts or job descriptions)
2) HPDM Core Competencies
(3) Assessments
Assess where you ARE now, compared to
where you want to BE
• 360 feedback assessments
•Myers Briggs
•Strong Campbell Interest
Inventory
•Self Assessment
(4) Developmental Activities
Formal Classroom activities
Informal – observation
Hands On –
Details
Projects
Mentor or Coach
Experience!!
(5) Timelines
Keeps you on track toward your goal
Take Responsibility and commit to the dates
Establish ‘check points’ along the way to make sure
you are still on course
"Destiny is not a matter of
chance, it is a matter of choice;
it is not a thing to be waited
for, it is a thing to be
achieved."
–William Jennings Bryan
Resources
• Succession Planning Website
– http://lrnestweb8.dva.va.gov/succession/T
emplates/Master.aspx?pid=986
• HPDM Website
– http://vaww.va.gov/hpdm/
• PBI Website
– http://www.va.gov/pbi/
