Effective July 1, 2008, SPA will roll out new behavioral competencies in conjunction with the new Performance Management Process and the associated tool, ePerformance, for Phase 1 Agencies. Georgia's Behavioral Competency Dictionary (GBCD) will replace the existing behavioral competency dictionary, G-COMPS: Georgia's Competency Dictionary for Workforce Planning.
Following is a brief overview of competencies as well as associated resources:
Competency: Attributes, knowledge, skills, abilities, or other characteristics that contribute to successful job performance.
Technical Competency: Specific knowledge and skills needed to be able to perform one's job effectively
Job specific and relate to success in a given job or job family
e.g., knowledge of accounting principles, knowledge of human resource law and practice
Focus on the job
Technical Competency Examples
Knowledge of job-relevant policies and procedures at the state and federal levels
Ability to correctly apply accounting theories according to GAAP and agency policies/procedures
Knowledge of system processes and ability to query, analyze, and present information extracted
Behavioral Competency: Behaviors, knowledge, skills, abilities, and other characteristics that contribute to individual success in the organization
Can apply to all (or most) jobs in an organization or be specific to a job family, career level or position
e.g., teamwork and cooperation, communication
Focus on the person
Are not part of the job description
Behavioral competencies describe what is required to be successful in an organization.
Behavioral Competency Example:
Customer Service: Understands that all State employees have external and/or internal customers that they provide services and information to; honors all of the State’s commitments to customers by providing helpful, courteous, accessible, responsive, and knowledgeable service.
Georgia's Behavioral Competency Dictionary (GBCD) will replace GCOMPS. Some of the changes are listed below:
| GCOMPS (OLD) | Georgia's Competency Dictionary |
32 competencies (narrower) |
18 competencies (broader) |
Designed primarily for workforce planning and succession planning |
Designed to be able to integrate with all HR functions (e.g., performance management, workforce planning, succession planning, recruitment) |
Has two scales: proficiency and scope |
Has two scales: Behavioral indicators (describing levels of behavior) and proficiency scales (describing levels of expertise/progression in competency) |
Includes some technical competencies |
Technical competencies not part of GBCD |
For more information on behavioral competencies, contact Janet Hecht at 404-463-3534 or janet .hecht@spa.ga.gov
The State of Georgia's Behavioral competency dictionary consists of 18 competencies: 5 Statewide Core Competencies, 2 leadership competencies, and 11 additional competencies. The statewide core competencies will be required of all state employees. People managers and other leaders will also be responsible for additional leadership competencies.
