This profile belongs to the Organization for Economic Cooperation and Development (OECD). For the complete file, visit: www.oecd.org/careers/competency_framework_en.pdf
The OECD classifies all jobs into three job families: Executive Leadership, Policy Research, Analysis and Advice, and Corporate Management and Administration. Classifying jobs into families allows the Organization to determine whether it has the capabilities necessary to achieve maximum impact and to locate where those capabilities are found. Job families can be used to set job requirements at the corporate level for similar jobs, to view potential matches and bridges for in-house mobility, to provide corporate learning opportunities, and to design structured career development programmes. All jobs require technical competencies and core competencies. Technical Competencies
Technical competencies include specific competencies required to perform a given job within a job family. Technical competencies cover the various fields of expertise relevant to the specific work carried out at the OECD. Technical competencies are at the heart of what we do.Core Competencies
Core Competencies summarize the capabilities that are important across all jobs. At the same time, the importance of Core Competencies may vary according to the specific job duties and requirements. The OECD Competency Framework displays fifteen core competencies grouped into three clusters:
Delivery-related competencies - Achieving results.
Interpersonal competencies - Building relationships.
Strategic competencies - Planning for the future.Key Indicators
Each Core Competencies has five levels of behavioural indicators that highlight how an individual can demonstrate that competency. Behavioural indicators are designed to show the requirements for successful performance.