Universal Competencies are those that apply to all university jobs (P&S, SEIU, and Merit), support our mission, and are consistent with our core values; they are:
Collaboration and Positive Impact
Collaboration and Positive Impact
Competency Description
Ability to work with a variety of individuals and groups in a constructive and civil manner and utilize existing resources and learning to achieve or exceed desired outcomes of current and future organizational goals/needs.
Proficiency Levels & Typical Behaviors
Basic
- Grasps the inevitability and challenges of change and adapts accordingly; utilizes learning opportunities to prepare for changing work, methods and work environment.
- Demonstrates civil and respectful behaviors valued within the organization.
- Provides and accepts ideas and suggestions in a constructive and helpful manner.
- Exhibits good teamwork: is approachable, cooperative, and contributes to an overall positive and productive work/team environment.
Working
- Shares appropriate information/feedback openly, professionally and respectfully.
- Models open, respectful, accepting, and supportive behaviors with team members.
- Maintains productive work relationships while considering multiple perspectives and using effective conflict resolution practices.
- Aligns expectations for self and team to achieve work objectives and overcome obstacles.
Extensive
- Ensures time, resources, energy, learning opportunities, and actions are focused on priorities important to the changing workplace.
- Identifies and resolves disagreements/conflicts in early stages.
- Promotes a safe, fair, respectful environment in which concerns can be addressed effectively.
- Recommends changes to work practices and policies to achieve desired outcomes.
Expert/Leader
- Creates and champions initiatives that foster respectful communication, learning and a spirit of cooperation.
- Regularly shares information and effectively influences to gain common commitment in achieving objectives.
- Shapes unit/department, college/division, or university governance so as to reinforce collaboration, accountability, and responsibility.
- Promotes a climate that recognizes, celebrates, and rewards collaboration.
- Works to create a climate that values and rewards initiative, excellence, continual learning, and achievement of results.
- Deals effectively with ambiguity and change; coaches others in behaviors and prepares others through development for ongoing effectiveness.
Service Excellence and Customer Focus
Service Excellence and Customer Focus
Competency Description
Ability to meet or exceed customer service needs and expectations and provide excellent service in a direct or indirect manner. Ability to effectively transmit and interpret information through appropriate communication with internal and external customers.
Proficiency Levels & Typical Behaviors
Basic
- Consistently provides excellent service.
- Manages customer expectations and takes responsibility to enhance service excellence.
- Communicates understandably; uses appropriate words, grammar and mannerisms in all mediums.
- Seeks feedback on communication style and effectiveness.
Working
- Enhances service by seeking ways to add value to customer interactions/services.
- Demonstrates sincere concern and takes responsibility when a customer complains, even if the cause of the problem lies elsewhere.
- Listens to feedback without defensiveness and uses it to enhance communication effectiveness.
- Communicates in alternative ways to accommodate different listeners.
Extensive
- Participates in developing a variety of effective ways to deal with service challenges.
- Models service delivery and coaches others to deliver excellent service in a variety of settings.
- Communicates well with direct reports, peers, leadership, and external constituents.
- Utilizes various methods for information sharing and information gathering. Modifies process(es) to enhance service.
Expert/Leader
- Effectively uses a broad range of methods in communicating complex ideas to different audiences.
- Monitors profession/field/discipline for trends and implements innovative solutions to enhance service.
- Builds successful track record of superior personal and organizational service delivery across various settings.
- Promotes excellence achieved through reports or other media for distribution to internal and/or external constituents and the professional community.
Welcoming and Respectful Environment
Welcoming and Respectful Environment
Competency Description
Ability to foster a welcoming and respectful workplace environment while recognizing personal differences. Ability to work with a variety of individuals and groups in a constructive and respectful manner.
Proficiency Levels & Typical Behaviors
Basic
- Understands the University’s commitment to creating a workplace environment where people of all backgrounds and perspectives feel welcomed and appreciated, and how that commitment relates to one’s role at the university.
- Demonstrates civil and respectful behaviors in support of the Policy on Ethics and Responsibilities for UI Staff and the UI Human Rights policy.
- Knows where to find organizational policies, procedures, and resources related to respectful behavior and free expression.
Working
- Maintains productive work relationships while considering multiple perspectives.
- Resolves conflicts effectively.
- Understands and describes the unit’s commitment to creating a workplace environment where people of all backgrounds and perspectives feel welcomed and appreciated, and the reasons for its importance.
- Contributes to a welcoming and respectful workplace environment as described above.
Extensive
- Promotes a workplace environment where people of all backgrounds and perspectives feel welcomed and appreciated, where every individual is empowered to make a positive impact, and in which workplace concerns are addressed effectively.
- Evaluates impact of unit policies and procedures on employees.
- Recommends policies and practices to advance a welcoming and respectful workplace environment as described above.
- Forms respectful relationships with individuals and organizations representing various constituencies, and seeks regular input to better understand potential issues and to enhance recruitment and retention efforts.
- Supports implementation of unit strategic plans related to a welcoming and respectful workplace environment.
- Engages in on-going self-reflection and continues to advance one’s own knowledge and skills related to fostering a welcoming and respectful workplace environment.
- Recognizes and addresses disrespectful or non-welcoming behavior in one’s unit/department.
Expert/Leader
- Communicates to multiple internal and external constituencies the importance of a welcoming and respectful workplace environment where people of all backgrounds and perspectives feel welcomed and appreciated, and where every individual is empowered to make a positive impact, to advance the UI’s mission.
- Uses data to evaluate outcomes of policies and practices in their unit and implements continuous improvement strategies to enhance a welcoming and respectful workplace environment.
- Coaches and teaches others to develop a welcoming and respectful workplace environment where people of all backgrounds and perspectives feel welcomed and appreciated, and where every individual is empowered to make a positive impact.
- Considers the importance of a welcoming and respectful workplace environment in unit strategic planning.
- Promotes a welcoming and respectful workplace environment that recognizes, celebrates, and rewards behaviors that support the university’s core values.
- Recognizes and addresses disrespectful or non-welcoming behavior, including one’s own; holds people accountable for such behavior.
University of Iowa Health Care orgs and departments can use the UI Health Care Core Values (WE CARE) to meet Universal Competencies requirements for P&S and SEIU staff, and also incorporate the Welcoming and Respectful Environment universal competency.
Professional and Scientific (P&S) staff can find Universal Competencies for job classification in Employee Self-Service and their e-personnel file.
Merit staff, including confidential and supervisory, and professionals represented by SEIU should review the "basic" and "working" proficiency levels and discuss their job's specific expectations with their supervisor. Those with supervisory responsibilities may be expected to perform at a higher proficiency level.
Colleges and divisions may also identify additional competencies specific to jobs within their organization.