Sub-skills

Tier I (FS-04/03)

Tier II (FS-02/01)

Tier III (SFS)

Creating Vision and Inspiring Commitment

Plans and carries out individual work in the context of work unit strategic objectives; a ctively participates in and involves others in developing and implementing work unit strategic objectives; assesses progress and makes needed adjustments.

Leads the development, implementation and coordination of work unit strategic objectives; involves staff and stakeholders; assesses and modifies work objectives as appropriate; inspires others to implement objectives by fostering open and honest communication and by rewarding employees for strong performance.

Helps define Agency strategic direction/vision with input from staff and stakeholders; effectively communicates strategic direction and vision to employees and stakeholders; inspires a high level of performance and builds staff commitment; inspires others to follow.

Leading Change and Engendering Organizational Capability

Open to change, new information and alternative approaches; quickly adjusts focus to shifting priorities or new demands and takes effective action, even in ambiguous circumstances; treats change and new situations as opportunities for learning and growth; seeks out situations where he/she can play a leadership role by advocating effective approaches and influences others to follow; strives for continual improvement.

Anticipates need for change; expeditiously adjusts priorities and redistributes resources in response to change; demonstrates openness to new approaches; guides others in ambiguous and difficult situations; ensures employees in work unit have the necessary information, tools, processes and techniques to manage change; strives for continual improvement in work unit performance.

Leads change that enhances organizational capability by effectively leading people, leading strategy and initiatives, influencing and executing work across divisions and functional units, and collaborating with stakeholders; builds awareness of the need for change; actively sponsors change to achieve results; proactively manages resistance to change; focuses on performance and progress against change milestones; takes risks; embraces continual improvement.

Initiative, Innovation and Creativity

Takes initiative to go beyond assigned tasks; identifies problems and proposes creative solutions; seeks to improve job and organizational performance.

Develops insights into situations and applies them in the workplace; devises innovative solutions to make organizational improvements and policy adjustments; fosters a wo rk environment that encourages creativity, initiative and innovation.

Creates an agency-wide environment that encourages creative thinking, initiative, innovation and risk taking; acts on creative and innovative ideas that enhance organizational effectiveness; takes a long-term view and acts as a catalyst for constructive change; conceives and institutes organization-wide policy and program initiatives; anticipates and prepares for the future.

Openness to Dissent

Demonstrates the intellectual integrity to speak openly within channels and a willingness to risk criticism to voice sensible dissent. Publicly supports official decisions, even when disagreeing with them.

Discerns when well-founded dissent is justified; engages in constructive advocacy of policy alternatives; encourages and guides staff to do the same.

Accords importance to well founded dissent and encourages and defends its appropriate expression; leads agency efforts to incorporate improvements suggested by dissent.

Critical Thinking

Identifies key information, central issues and common themes; distinguishes relevant from irrelevant information; identifies the strengths and weaknesses of various approaches; outlines realistic options.

Isolates key points, central issues, and common themes in a mass of complex information; determines the best solution or action from a range of options; is objective in analyzing problems and judging people; encourages staff to analyze situations and propose options, giving constructive feedback.

Analyzes and defines complex policy issues clearly, in terms which permit them to be dealt with in a practical way; correctly senses when it is appropriate to take risks, and does so; ensures critical thinking is integral to the strategic planning and evaluation process; also ensures incentives and awards support critical thinking.

Internal and External Awareness

Understands institutional realities, which may affect work; understands the role and power of various offices and people, both domestically and abroad; uses institutional knowledge to get things done.

Applies knowledge of institutional realities to policy and operational issues; crosses institutional boundaries in obtaining information and building support; operates on an equal footing with officials in other bureaus, agencies, foreign governments, business communities, academia, and media; assists staff to comprehend the institutional influences within which they work.

Uses understanding of the roles and relationships of the components of the national policy making and implementation process to formulate effective strategies to balance those interests consistent with achieving organizational objectives; identifies and integrates key issues affecting the organization, including political, economic, social, technological and administrative factors.

Sub-skills

Level I (FS-04/03)

Level II (FS-02/01)

Level III (SFS)

Flexibility and Resilience

Adapts behavior and work methods as needed in response to new information, changing conditions, or unexpected obstacles; displays sensitivity to cultural differences; recovers quickly from setbacks.

Guides staff in adjusting to new environments and different value systems and cultures; deals effectively with pressure.

Anticipates and plans for change; exercises sophisticated cultural sensitivity in all circumstances; deals effectively with pressure, maintaining focus and intensity and persistence, even under adversity.

Teamwork/ Team Building

Participates enthusiastically, keeps commitments, asks questions, gets clarification, and shares information; values the ideas and contributions of others; encourages cooperation across program areas involving stakeholders, as appropriate; helps keep team focused on goal achievement; provides and accepts constructive feedback; accepts team consensus.

Facilitates and open exchange of ideas; values and uses individual differences and talents; shares information and delegates responsibility; involves team members in decisions and actions; sets goals ensuring team members understand expectations and how results are to be achieved; identifies obstacles to goal achievement and develops and implements strategies to remove inhibitors involving team members in the process; actively mentors team members; identifies and uses resources to reward top performers; encourages 360 degree feedback.

Inspires, motivates and guides others toward goal achievement; ensures that the behaviors and attitudes prevalent in the organization support the development of high performing, results-oriented teams; leads efforts to reward effective mentoring and human capital development; resolves work-related problems by mobilizing team skills and resources; executes a rigorous approach to identifying inhibitors to high performing teams; ensures necessary resources to encourage and support team building; rewards team achievements; supports 360 degree feedback; develops leadership in others through coaching and mentoring employees.

Conflict Management

Listens attentively; understands and absorbs others' messages; correctly reads nonverbal signals; seeks to understand before seeking to be understood; summarizes others' views accurately and confirms accuracy of understanding; able to disagree amicably and resolve problems; seeks ways to strengthen relationships out of disagreements; recognizes conflict is inevitable and views it as an opportunity for growth; assesses own limitations and seeks to improve; admits mistakes and holds self accountable.

Manages and resolves conflicts and disagreements in a positive and constructive manner; asks open-ended, incisive questions to ensure accuracy of understanding; understands and respects cultural sensitivities and constraints in discussing issues and opinions; focuses on needs rather than positions as a means to resolve conflict; identifies and takes steps to prevent situations that could result in unpleasant confrontations; encourages staff to acknowledge, deal with and appreciate disagreements; assesses staff conflict management skills and ensures adequate training.

Anticipates, understands and proactively manages external and internal causes of organizational conflict such as competition for resources, task interdependence and communication obstacles; ensures Agency fosters an environment and system that is conducive to managing conflicts constructively; manages and resolves conflicts and disagreements in a positive manner seeking compromise without sacrificing achievement of agency goals; acts as an arbitrator, when necessary; evaluates, selects and implements conflict management strategies that are appropriate to the situation.

Sub-skills

Level I (FS-04/03)

Level II (FS-02/01)

Level III (SFS)

Strategy Development

Develops own work objectives and effective performance measures jointly with supervisor; contributes to the formulation of realistic short and long-term strategies for the team and/or work unit that are consistent with the Agency's strategic objectives, involving stakeholders as appropriate; demonstrates understanding of the Agency's strategic goals and how the division's work helps achieve them.

Effectively develops work objectives for self and work unit with input from staff, other program areas and stakeholders, as appropriate; devises effective performance indicators; manages long and short-term strategy development consistent with achievement of work objectives and the Agency's strategic plan involving staff, other program areas and stakeholders, as appropriate; anticipates potential threats and opportunities; takes into account the needs of multiple stakeholders and the economic and policy environment for achieving results.

Leads strategy development consistent with Agency goals, opportunities and constraints; ensures that managers, supervisors, team leaders and other relevant staff develop work objectives, strategies and performance indicators consistent with the Agency's strategic plan; ensures that relevant staff and appropriate stakeholders are involved in the planning process; demonstrates a comprehensive perspective spanning domestic and global political and economic considerations and stakeholders' priorities; u nderstands the policy environment and its impact on achieving Agency objectives.

Strategy Execution and Accountability

Executes strategies to achieve objectives; monitors and evaluates program and activity implementation based on identified performance indicators; recommends improvements and alternative approaches, as appropriate; continually strives for improvement; holds self accountable for delivering results; ensures that projects and activities within areas of specific responsibility are completed in a timely manner and within budget.

Manages strategy execution for teams/work unit; holds self and employees accountable for strategy execution and achieving strategic objectives; ensures effective systems are in place for assessing results, revising tactics, and realigning resources; uses results of program and activity evaluations to improve programs/activities and realign resources, as necessary; acts with urgency; collaborates across boundaries and beyond the scope of job assignments; sets high standards for self and others.

Implements the Agency's strategic plan to achieve desired results overcoming obstacles and leveraging resources to maximize efficiency and organizational effectiveness; oversees systematic program and activity evaluation to measure results and enhance efficiency and effectiveness; realigns resources, as necessary, to achieve desired results; holds staff accountable for executing strategies and ensures all relevant staff and stakeholders are working together toward valid set of objectives; communicates with senior management, staff, and stakeholders to obtain their input and to clarify priorities and expectation; routinely challenges own thinking and that of staff.

Problem Solving and Decisiveness

Identifies issues within context of own job which require decisions or other action; arrives at recommendations in a logical, orderly manner; acts confidently and decisively within own purview, consulting others as appropriate; is sensitive to needs and opinions of others; takes responsibility for the consequences of own decisions.

Makes reasoned, effective, and timely decisions after considering the costs, benefits and consequences of each alternative, even when data are limited or conflicting or will produce unpleasant consequences; involves staff and stakeholders as appropriate; implements decisions and evaluates their impact and implications, making adjustments as needed; takes responsibility for the consequences of own and staff's decisions.

Develops insight into problems and obstacles facing the agency; integrates policy and administrative factors into problem solving and decision making in a manner enhancing the entire organization; encourages staff to accept responsibility; pushes decision making down to the lowest level at which competent decisions can be made; sees problems as opportunities.

Technical Credibility/ Substantive Job Knowledge

Develops the knowledge, skills and abilities to achieve results; applies analytical ability, knowledge of agricultural trade principles, and knowledge of relevant technology to achieve work objectives; skilled in gathering and analyzing economic information and making program and/or policy recommendations to achieve FAS strategic goals; d evelops a high level of technical expertise in at least two key FAS functional areas; u nderstands and appropriately applies FAS policies and procedures.

Applies broad knowledge of agricultural trade principles, FAS policies and procedures, and technical requirements to develop and implement policies, procedures and strategies to achieve work unit objectives, solve problems and achieve results in keeping with the Agency's strategic plan; e nsures staff obtain appropriate technical guidance and training in order to optimize performance; demonstrates effective application of operational, administrative and personnel systems to achieve FAS strategic objectives.

Demonstrates the technical credibility and substantive job knowledge necessary to effectively carry out executive responsibilities; effectively develops, implements and coordinates policy, procedures and strategies to achieve results in keeping with the Agency's strategic plan; designs and implements the most cost-effective and efficient methods of performing work by reengineering processes and capitalizing on technology and available resources.

Sub-skills

Level I (FS-04/03)

Level II (FS-02/01)

Level III (SFS)

Project Management

Effectively manages projects to achieve the desired results in the established timeframe with assigned resources.

Specifies results to be achieved; estimates timetables and resource required to achieve results; defines roles and responsibilities; monitors actions taken and results achieved; addresses problems; shares information with colleagues and stakeholders, as appropriate.

Ensures project managers have the necessary resources to achieve desired outcomes; ensures staff has the necessary skills to effectively and efficiently manage projects.

Human Resource Management - Performance Management and Employee Development

Participates in preparation of work objectives and performance measures for self and others, as appropriate; ensures that staff are appropriately utilized, appraised, and rewarded; gives staff both formal and informal feedback on performance and potential; completes employee evaluations in accordance with standards and deadlines; learns basic principles of effective leadership and management; creates and implements a professional development plan for self and others as appropriate; pursues formal and informal training opportunities.

Assigns work; translates organizational or work unit goals into individual work objectives; builds talent by designing work objectives to promote the development of employees; develops and sets priorities; monitors goal achievement and provides constructive feedback and coaching; evaluates performance and ensures that the evaluation and counseling process is conducted effectively in accordance with standards and deadlines; recognizes and rewards employee contributions; acts on employee concerns; resolves disputes; effects minor disciplinary measures; interviews and recommends candidates for positions within a unit; achieves progress against personal development objectives.

Holds supervisors and managers accountable for establishing performance goals and developing and implementing strategies to achieve them; builds a sense of urgency to achieve priorities and organizational results; inspires a high level of performance in staff through empathetic, honest and open communication; involves staff in decision making; ensures staff have the tools and training to do their jobs; rewards excellent performance; works to prevent and resolve personnel problems in a timely manner; oversees improvements in human resource processes; creates an environment for continuous learning, pursuing development opportunities for self and others; applies principles of leadership and management training to enhance individual and organizational effectiveness.

Financial and Budgetary Management

Develops understanding of FAS' financial management and budgetary situation, procedures and cycle; helps prepare materials for work unit's annual and quarterly budget reviews; makes recommendations to achieve enhanced cost efficiencies.

Manages the budgetary process, including preparing, justifying and operating a budget; ensures that effective internal controls are in place and work correctly; allocates resources efficiently, equitably and in conformity with policy and regulatory guidelines; actively seeks out and achieves cost efficiencies.

Oversees the allocation of financial resources ensuring effective systems are in place to allocate resources among and within program areas in a manner that fully integrates performance; encourages and rewards the use of cost-efficient approaches to achieve desired outcomes; constantly strives to improve budget and financial management systems; effectively negotiates for desired budget for a particular program area or for the agency.

Knowledge and Technology Management

E nsures information maintained in files and databases is updated on a timely basis and is accurate and compete; disseminates information to all relevant parties on a timely basis; demonstrates broad knowledge of available software; seeks out new technology/approaches that will increase productivity; utilizes training opportunities to master computer software and enhance productivity.

Effectively manages information relevant to achieving work unit objectives; holds staff accountable for keeping information accurate and complete; keep abreast of technological developments; regularly assesses effectiveness of information management systems and implements improvements; coordinates across program areas to ensure effective information management systems are in place; ensures staff receive adequate training to master relevant computer software programs.

Ensures systems are in place to effectively and efficiently manage information, including a system for regularly assessing the information needs of the agency's internal and external customers; makes adjustments as necessary in the type, quality, means and frequency of information provided; keeps abreast of technological changes, developing and implementing strategies for using new technology to improve program and organizational performance; ensures that work unit and agency obtain appropriate mix of technical skills, adapted to present and future requirements; ensures that adequate training programs are in place.

EEO and Leveraging Diversity

Appreciates the views and work styles of others; take diversity training and applies its principles to the workplace; t reats all people fairly and without regard to race, color, gender, religion, ethnic origin, age, sexual orientation, or any other factors unrelated to job performance; acts in compliance with USG and Department EEO policies.

Takes steps to implement EEO and affirmative action goals established by the agency; supports staff participation in special emphasis programs; promptly responds to allegations of discrimination and/or harassment and initiates appropriate action; cooperates with EEO counselors, EEO investigators, and other officials who are responsible for conducting inquiries into EEO complaints; assigns work and makes employment decisions in areas such as hiring, promotion, training and development without regard to race, sex, color, national origin, religion, age, disability, sexual orientation, or prior participation in the EEO process.

Ensures EEO and affirmative action goals established by the agency are achieved; fosters an organization-wide environment in which diversity is valued and respected by vigorous support for EEO and fair employment practices; ensures all employees are treated in a fair and equitable manner.

Sub-skills

Level I (FS-04/03)

Level II (FS-02/01)

Level III (SFS)

Oral Communication

Speaks in a concise, organized, effective and culturally appropriate manner, tailored to the audience and the situation; develops effective listening, questioning and feedback skills; effective at oral presentations (e.g. establishes credibility by demonstrating a knowledge of the subject, audience, and the situational and cultural context in which the message is delivered); speaks convincingly in individual discussions and in groups, including groups of individual of diverse backgrounds and cultures.

Communicates complex ideas successfully, articulates policy goals persuasively; speaks persuasively to all audiences; exhibits effective listening, questioning and feedback skills; facilitates an open exchange of ideas; makes deliberate efforts to effectively communicate all relevant information to team members/staff and stakeholders; makes effective public presentations; u nderstands and supports the need for a high degree of organizational communication.

Effectively communicates vision, expectations and how results will be achieved to employees and stakeholders; listens to employees and stakeholders and analyzes their feedback to identify their needs and expectations; encourages dialogue and debate within the agency and between program areas; effectively argues, negotiates and defends complex policy issues; communicates effectively and deals comfortably with the media and senior levels of government and society; puts internal structures/policies in place to ensure enhanced internal communication.

Influencing/ Negotiating

Learns to influence others; gains cooperation while showing, in the spirit of mutual respect, understanding of others' positions; exerts influence derived from personal credibility rather than positional authority.

Influences others deftly; develops alliances with others; finds common ground among disparate forces and builds consensus; facilitates win-win situations.

Negotiates effectively on a wide range of issues in internal, bilateral, and multilateral environments.

Written Communication

Writes succinctly in a clear, convincing and organized manner; produces written materials within established deadlines that are thorough and factually accurate; obtains necessary clearances.

Writes persuasively; ensures that policy and operational issues are articulated in ways most helpful to decision-makers; edits others' texts judiciously; assists staff to develop effective writing skills.

Exhibits full mastery of written communication; demonstrates sophisticated ability to analyze, synthesize, and advocate in writing.

Networking/ Representation

Establishes and maintains purposeful and productive relationships with domestic and foreign contacts; interacts effectively in official and social encounters.

Identifies and cultivates key individuals and institutions; advances U.S. interests through hosting and attending representational events and effectively utilizing contact network.

Moves with ease at all social settings and levels; ensures identification, cultivation, and periodic assessment of audiences important to U.S. interests.

Partnering/ Collaboration

Identifies internal and external stakeholders and draws them into dialogue to achieve desired outcomes; collaborates across functional areas to achieve organizational efficiencies.

Collaborates across organizational boundaries to achieve organizational efficiencies; develops and strengthens partnerships with external groups (e.g. other agencies or firms, foreign, state and local governments, Congress, and clientele groups) to enhance USDA programs and services; directs staff to engage in collaborative approaches to work that emphasize achievement of rapid results and desired outcomes.

Fosters collaboration within the agency and with stakeholders; guides and ensures development of productive partnerships that facilitate attainment of organizational goals and objectives.