NSWC-PHD Employee Competency Assessment

FAQs Whiteboard Video

PRIVACY NOTE: This survey does not collect any personally identifiable information (PII) and its results cannot be associated with individuals. Thus, you can feel comfortable being as candid as possible in your self-assessment. Candid and strong participation by all civilian employees will also enable NAVFAC to understand skills and proficiency levels across the various commands and enterprise wide.

If you have questions, see the Frequently Asked Questions (FAQs) link to the side of this page.

Thank you!

A Note to NSWC-PHD Civilian Employees

This Employee Competency Assessment (ECA) is a quick and easy survey to assess your proficiency level across our core non-technical competencies. PRIVACY NOTE: This survey does not collect any personally identifiable information (PII) and its results cannot be associated with individuals. Thank you!

Employee Details

Select Department

Business Line/ Support Line

Pay Plan/Grade

Instructions: Please choose the proficiency level that best describes your current capabilities in each competency. Assess yourself across the competencies using the provided proficiency level definitions. Each proficiency level has unique knowledge, skills, and abilities associated with each competency. Levels range from “Awareness” to “Expert” in order of increasing proficiency. These descriptions should be used as a guide to help you determine your current proficiency level. They are not meant to be representative of all professional situations. Important Note: An “awareness” level of proficiency does not indicate poor competency performance and may be an appropriate assessment for many employees, whereas an “expert” level of proficiency should be exceedingly rare. Important note: An “awareness” level of proficiency does not indicate poor competency performance and may be an appropriate assessment for many employees, whereas an “expert” level of proficiency should be exceedingly rare.

Emotional Intelligence

Definition

Social competence involves the ability to monitor one’s own and others’ emotions, to discriminate among them, and to use the information to guide one’s thinking and actions.

Sub-Competencies

Self-Awareness
Self-Regulation
Empathy
Social Skills
Motivation

Examples

Recognizing when personal emotions are impacting decision-making and pausing to reflect before acting.
Being aware of stress triggers, often during high-pressure situations, and taking steps to stay calm.
Recognizing personal strengths and areas for growth and seeking feedback from colleagues.
Staying calm and composed when receiving critical feedback instead of reacting defensively.
Managing frustration during challenging discussions to maintain a positive and professional tone.
Avoiding impulsive decisions by taking time to consider all perspectives.
Actively listening to team members’ concerns and validating their feelings.
Showing understanding toward a team member facing personal difficulties and offering support.
Observing and recognizing non-verbal cues that indicate when someone is feeling uncomfortable or upset.
Engaging in effective communication, using both verbal and non-verbal cues to connect with others.
Building rapport by being approachable, respectful, and supportive with team members.
Mediating conflicts between team members by facilitating open, respectful communication.
Inspiring a team by staying optimistic, even in difficult times, and focusing on long-term goals.
Demonstrating a commitment to professional growth by consistently seeking to improve.
Sharing successes and acknowledging contributions to reinforce motivation and morale in the team.

Your Proficiency Level

Awareness: Recognizing Emotional Impact. You begin to recognize when your own emotions, such as frustration or excitement, may be influencing your decision-making. You start to pause and reflect before acting to ensure emotions don’t cloud your judgment.

Basic: Managing Stress in High-Pressure Situations. You become aware of your own stress triggers, especially in demanding situations, and consciously take steps, such as deep breathing or stepping away momentarily, to stay calm and focused. You start applying these strategies regularly.

Intermediate: Listening and Supporting Others. You actively listen to team members' concerns, demonstrating empathy by validating their feelings and offering constructive support. You begin to recognize non-verbal cues that indicate when someone is stressed or uncomfortable.

Advanced: Managing Conflict and Maintaining Composure. You skillfully manage your own frustration during difficult discussions, keeping the conversation professional and productive. You facilitate open and respectful communication to mediate conflicts between team members, ensuring all perspectives are heard.

Expert:Inspiring and Empowering Through Emotional Insight. You are highly attuned to both your own emotions and the emotions of others, using this understanding to inspire optimism and resilience in others on your team, even in challenging times. You build strong rapport by being approachable and supportive, consistently displaying emotional intelligence and driving long-term success.

Developing Others

Definition

Develops the ability of others to perform and contribute to the organization by inspiring and providing a learning environment of ongoing feedback and opportunities to learn through formal and informal methods, enabling employees to address skill gaps and realize their highest potential.

Sub-Competencies

Coaching and Mentoring
Providing Constructive Feedback
Recognizing and Leveraging Strengths
Creating Development Opportunities
Fostering a Learning Culture

Examples

Regularly meeting with team members to discuss career goals, offering advice, and guiding their development paths.
Providing constructive feedback to help individuals enhance their strengths and address areas for improvement.
Acting as a role model by demonstrating best practices and encouraging others to adopt them.
Offering specific, actionable feedback immediately after a project to highlight successes and suggest improvements.
Holding one-on-one sessions to review performance in a supportive manner, ensuring feedback is clear and goal-oriented.
Encouraging open dialogue where team members can ask questions and seek clarification on feedback.
Identifying a team member’s unique skills and assigning tasks that allow them to utilize those strengths.
Celebrating accomplishments publicly to boost confidence and morale, reinforcing a culture of recognition.
Offering advanced projects to individuals ready to take on more responsibility, helping them further develop their capabilities.
Providing access to formal training sessions or workshops that enhance both technical and soft skills.
Encouraging cross-training within the team so members can learn new roles and expand their skill sets.
Assigning stretch assignments or special projects that challenge team members and allow them to grow.
Promoting a culture of continuous improvement by encouraging team members to seek new knowledge and share insights.
Supporting team members who want to pursue relevant certifications or further education to deepen their expertise.
Facilitating team debriefs after projects to reflect on lessons learned, fostering a growth-oriented mindset.

Your Proficiency Level

Awareness: Recognizing Development Opportunities. You begin to identify when team members could benefit from guidance and feedback. You start holding occasional conversations about career goals and offering general advice to encourage personal growth.

Basic: Providing Constructive Feedback. You regularly provide clear, constructive feedback to help individuals enhance their strengths and address areas for improvement. You ensure feedback is delivered in a supportive manner, helping team members set actionable goals.

Intermediate: Tailoring Development Plans. You actively meet with team members to discuss their unique skills, assigning tasks that align with their strengths. You create personalized development paths, offering learning opportunities such as formal training, cross-training, or stretch assignments to build new competencies.

Advanced: Creating a Culture of Growth. You promote a learning culture by encouraging continuous improvement, offering both formal and informal opportunities for skill development. You mentor team members through challenging projects, facilitating regular debriefs to reflect on lessons learned and fostering open dialogue for ongoing feedback.

Expert: Empowering Team Potential. You consistently inspire and empower team members to reach their highest potential by providing strategic opportunities for growth. You champion a culture of recognition and support advanced development, offering challenging assignments, celebrating accomplishments, and enabling continuous learning through certifications, special projects, and mentoring programs.

Conflict Management

Definition

Identifying, addressing, and resolving conflicts within the work environment. Effectively handling disagreements, disputes, or differences of opinion between individuals or groups to promote a positive and productive workplace.

Sub-Competencies

Active Listening
Emotional Regulation
Impartiality and Fairness
Problem-Solving and Negotiation
Promoting Open Communication

Examples

Listening carefully to all parties in a dispute, ensuring each person feels heard and valued.
Refraining from interrupting or making judgments while someone is expressing their concerns.
Asking clarifying questions to fully understand the perspectives and emotions of those involved.
Staying calm and composed in heated discussions to set a tone of respect and reason.
Managing personal reactions during tense situations to avoid escalating conflict.
Encouraging others to express their emotions constructively, rather than reactively.
Addressing conflicts without favoritism by assessing each side’s perspective equally.
Making fair and objective decisions to ensure that resolutions are balanced and mutually beneficial.
Acknowledging personal biases and setting them aside to maintain neutrality.
Facilitating brainstorming sessions to identify potential solutions that address the concerns of all parties.
Finding common ground and proposing compromises that consider the needs of those involved.
Guiding team members through a structured approach to conflict resolution, fostering collaborative problem-solving.
Encouraging transparency by promoting open dialogue to address issues before they escalate.
Establishing a safe space for team members to express differing opinions respectfully.
Reinforcing the importance of direct communication, rather than avoidance or gossip, in resolving conflicts.

Your Proficiency Level

Awareness: Recognizing Conflict: You begin to notice when conflicts or disagreements arise in the workplace. You are aware of the need to listen to all parties involved without interrupting, ensuring everyone feels heard and valued, but may not yet fully engage in resolution.

Basic: Maintaining Composure: You stay calm and composed during heated discussions, helping to set a tone of respect and reason. You start asking clarifying questions to understand the different perspectives involved and ensure you manage your personal reactions during tense situations to avoid escalating conflict.environments.

Intermediate: Facilitating Open Dialogue: You actively encourage team members to express your emotions constructively rather than reactively. You skillfully manage disagreements by addressing conflicts impartially, ensuring all sides feel heard, and creating an open environment for healthy communication and constructive debate.

Advanced: Implementing Fair Solutions: You address conflicts by carefully evaluating each side’s perspective and making fair, objective decisions to reach balanced resolutions. You acknowledge your own biases, if any, and set them aside to maintain neutrality, while working collaboratively to identify solutions that satisfy all parties involved.

Expert: Fostering a Culture of Resolution: You consistently manage and resolve conflicts by facilitating open, productive discussions and promoting a culture of respect and collaboration. You empower team members to engage in solution-focused brainstorming sessions, ensuring that disputes are addressed constructively, and resolutions are mutually beneficial, leading to a more positive and productive workplace.

Effective Communications

Definition

Demonstrates ability to clearly and effectively articulate, present, and promote varied ideas and issues through active dialogue, storytelling, listening, etc., before a wide range of audiences. Utilizes various communication methods (e.g., oral, written, digital, briefings, etc.). Actively receives information and clarifies as needed by encouraging and engaging in active listening.

Sub-Competencies

Clarity and Conciseness
Active Listening
Audience Adaptability
Storytelling and Persuasion
Feedback and Responsiveness

Examples

Crafting emails or presentations that get straight to the point, avoiding unnecessary jargon.
Using simple, direct language in meetings to ensure everyone understands the message.
Summarizing key points in long discussions to reinforce important ideas and ensure alignment.
Giving full attention to the speaker in meetings by avoiding distractions and taking notes.
Reflecting back on what was heard to confirm understanding before responding.
Encouraging team members to voice their thoughts and concerns and addressing them constructively.
Tailoring technical information into layman's terms when speaking to non-expert audiences.
Adjusting communication style based on cultural, generational, or professional backgrounds of the audience.
Using different communication channels—such as email, chat, or presentations—based on what is most effective for the audience.
Illustrating ideas with real-life examples or stories to make complex concepts relatable and engaging.
Crafting a compelling narrative around a project’s goals to inspire and motivate the team.
Presenting data and metrics in a way that tells a story, helping the audience grasp the bigger picture.
Soliciting feedback after a presentation to understand what resonated and where clarity was needed.
Responding to questions in a thoughtful, respectful manner, encouraging dialogue rather than dismissing concerns.
Promptly addressing team inquiries or issues to demonstrate engagement and openness to feedback.

Your Proficiency Level

Awareness: Recognizing the Importance of Clarity: You begin to recognize the importance of crafting clear and concise messages. In meetings or emails, you focus on getting straight to the point, avoiding unnecessary jargon, and making sure your key ideas are understood by all.

Basic: Active Listening: You actively listen in meetings or discussions, giving your full attention to the speaker, avoiding distractions, and reflecting back on what you’ve heard to confirm understanding. You begin summarizing key points during long discussions to ensure alignment and clarity.

Intermediate: Tailoring Messages for the Audience: You adjust your communication style based on the needs of your audience, whether by simplifying technical terms for non-experts or adapting to cultural and generational differences. You use various communication methods, such as email, chat, or presentations, based on what is most effective for the situation.

Advanced: Engaging and Inspiring Through Storytelling: You craft compelling narratives around your ideas or projects, using real-life examples to make complex concepts relatable and engaging. You are adept at presenting data in a way that tells a story, helping your audience grasp the bigger picture and motivating your team with clear and impactful communication.

Expert: Promoting Dialogue and Continuous Improvement: You consistently encourage open dialogue by soliciting feedback, responding thoughtfully to questions, and fostering an environment where team members feel comfortable voicing concerns. You adapt your communication methods and messages to ensure they resonate with diverse audiences, always striving for clarity, engagement, and continuous improvement in how you communicate.

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Interpersonal Skills: Treating others with courtesy, sensitivity, and respect. Having the ability to be a good team member. Considering and responding appropriately to the needs and feelings of different people in different situations.

Awareness: You relate to people in an open, friendly, and professional manner.

Basic: You cooperate and work to gain support and commitment from others when performing tasks.

Intermediate: You present yourself in a professional manner to maintain image and credibility. You tactfully discuss subjects in a constructive and positive manner.

Advanced: You foster cooperation, collaboration, and communication with others to accomplish tasks.

Expert: You accurately interpret what others are feeling, based on their word choices, voice tones, facial expressions, and other nonverbal communications and use those interpretations to achieve positive outcomes.

Communicating for Results: Clearly and effectively transmitting technical and enterprise concepts, ideas, feelings, opinions, and conclusions orally and in writing. Listening attentively and for comprehension. Reinforcing words through empathetic body language and tone.

Awareness: You appropriately express your opinions. You communicate with peers in ways that support transactional activities. You share information and ask questions prior to acting.

Basic: You communicate in ways that support team activities. You seek and share opinions. You explain the immediate context of situations and ask appropriate questions.

Intermediate: You communicate with co-workers at all levels in ways that support problem solving. You seek and share judgements and handle conflict empathetically. You explain the context of complicated situations and ask probing questions.

Advanced: You speak with, compose documents for, and deliver presentations to, all levels of co-workers and peers to support problem-solving and planning. You seek consensus with team members and colleagues. You debate opinions, test understanding, and clarify judgments. You explain the context of complex situations and demonstrate active listening.

Expert: You speak with, compose documents for, and create/deliver presentations to leaders and external groups. You guide discussions with leaders and external partners in ways that support planning and decision-making. You challenge assumptions and model active listening skills, including interpretation of non-verbal communications.

Problem Solving: Anticipating, identifying, and defining problems. Seeking root causes. Developing and implementing practical and timely solutions.

Awareness: You ask questions and look for information that helps to identify the symptoms and causes of everyday problems. You suggest remedies that meet the needs of the situation. You resolve problems and make supervisors aware of potential issues as appropriate.

Basic: You investigate issues with uncertain causes. You ask for information from others to help identify the symptoms and causes of problems. You suggest alternative approaches that meet the needs of the organization, the situation, and those involved.

Intermediate: You apply problem-solving techniques to diagnose and solve work-related and interpersonal problems. You are able to determine the potential causes of the problem and develop ways to validate your conclusions. You regularly consider the alternatives, risks, and benefits for a range of potential solutions.

Advanced: You are able to diagnose problems using tools and techniques from multiple angles. You probe underlying issues to generate multiple potential solutions. You proactively anticipate and prevent problems and identify potential consequences and risk levels.

Expert: You are able to anticipate problem areas and associated risk levels. You regularly set standards to define critical issues and solutions to complex problems.

Continual Learning: Assessing and recognizing your own strengths and weaknesses; pursuing self-development

Awareness: You understand the importance of learning and self-development.

Basic: You are able to identify strengths and areas of growth; you readily discuss career aspirations and interests with supervisors.

Intermediate: You demonstrate interest in targeted self-development; you acquire the necessary knowledge, skills, and abilities to excel in your current role.

Advanced: You are able to align self-development with your career aspirations.

Expert: You help facilitate a culture of learning. You teach, mentor, and coach others. You demonstrate drive for self-growth beyond subject matter expertise.

Service Motivation: Showing a commitment to serve the public and other key stakeholders. Ensuring that actions meet public needs; aligning organizational mission, objectives, and practices with stakeholder interests. Demonstrating commitment to the NSWC-PHD mission.

Awareness: You demonstrate a willingness to serve the public, stakeholders, and customers.

Basic: You demonstrate commitment to serve the public, stakeholders, and customers through action.

Intermediate: You ensure that individual and team actions meet public needs.

Advanced: You ensure that individual and team actions align with the commander’s guidance and intent.

Expert: You develop programs which serve the national interest. You elicit employee’s commitment to serve the public good during disaster or in times of war.

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Critical Thinking

Definition

Critical thinking as a leadership competency involves the ability to objectively analyze information, evaluate situations, and make informed, strategic decisions that drive organizational success. Leaders with strong critical thinking skills can assess complex issues, consider multiple perspectives, and anticipate potential challenges.

Sub-Competencies

Strategic Decisions
Action-oriented Decisions
Data-driven Decision-Making
Continuous Process Improvement
Risk Assessment
Risk Mitigation

Examples

In strategic planning, critical thinkers assess long-term goals, identify trends, and develop actionable steps to achieve desired outcomes.
When making action-oriented decisions, they participate in and support data-driven decision making as choices are selected.
In continuous process improvement, critical thinking helps leaders identify inefficiencies, evaluate alternative solutions, and implement changes that enhance productivity.
During risk assessment and mitigation, these leaders anticipate potential risks, evaluate their likelihood, and create proactive strategies to minimize impact, ensuring that the organization remains resilient and agile in a rapidly changing environment.
Critical thinking empowers leaders to make well-informed decisions, promote innovation, and guide their teams toward sustainable success.

Your Proficiency Level

Awareness:Recognizing the Need for Analysis: You begin to understand the importance of analyzing information objectively before making decisions. When presented with a situation, you take the time to evaluate the details, ensuring you don’t jump to conclusions without proper consideration of the facts.

Basic: Supporting Data-Driven Decisions: You actively participate in data-driven decision-making, ensuring your choices are informed by accurate and relevant information. When evaluating different options, you assess the available data and start to consider multiple perspectives to inform your conclusions.

Intermediate: Identifying and Solving Inefficiencies: You consistently apply critical thinking to evaluate ongoing processes, identifying inefficiencies and exploring alternative solutions. During strategic planning or process improvement initiatives, you assess long-term goals, develop actionable steps, and implement changes that enhance productivity and effectiveness. consideration of the facts.

Advanced: Anticipating Risks and Challenges: You use critical thinking to anticipate potential challenges and risks before they arise. You evaluate the likelihood and impact of these risks and create proactive strategies to mitigate them, ensuring your team and organization remain agile and resilient in a rapidly changing environment.

Expert: Strategic, Informed Leadership: You consistently apply critical thinking to make well- informed, strategic decisions that drive organizational success. You excel at assessing complex issues, considering diverse perspectives, and promoting innovation. By guiding your team through thoughtful analysis, you ensure sustainable success and resilience in achieving long-term goals.

Tenacity

Definition

Tenacity as a leadership competency refers to a leader's relentless determination to overcome obstacles, pursue goals, and drive success despite challenges or setbacks. Leaders with tenacity demonstrate perseverance, resilience, and an unwavering commitment to their vision.

Sub-Competencies

Personal Initiative
Continuous Learning
Operational Excellence
Customer (Fleet) Service
Service-oriented Approach

Examples

Take charge of situations without waiting for external direction.
Find innovative solutions to challenges.
Inspire others through a relentless pursuit of excellence.
Continuously seek knowledge and skills to improve, stay updated on industry trends, and encourage the team to do the same.
Persistently work to refine processes and achieve peak performance, undeterred by inefficiencies or setbacks.
Maintain a customer (Fleet) service mindset, ensuring that customer needs are met or exceeded, regardless of challenges.
Exemplify a service-oriented approach, showing a commitment to serving the team, stakeholders, and organization with high standards.

Your Proficiency Level

Awareness: Recognizing the Importance of Persistence: You start to recognize that overcoming challenges requires persistence and a proactive approach. Instead of waiting for direction, you begin taking charge of situations, demonstrating initiative and a willingness to keep moving forward despite initial obstacles.

Basic: Finding Innovative Solutions: When faced with challenges, you remain focused on finding innovative solutions. You show determination by continuing to push for success, even when setbacks occur, and you encourage your team to do the same by fostering a problem-solving mindset.

Intermediate: Persevering Through Setbacks: You are not easily discouraged by inefficiencies or setbacks. Instead, you work persistently to refine processes and achieve peak performance. Your resilience inspires others, and you continue to pursue excellence, even when the path to success is difficult or unclear.

Advanced: Driving Continuous Improvement: You continuously seek new knowledge and skills to improve yourself and your team, staying updated on industry trends and developments. You push your team to grow alongside you, fostering a culture of learning, improvement, and resilience in the face of challenges.

Expert: Relentlessly Committed to Success: You are relentless in your pursuit of excellence, inspiring others through your unwavering determination. Your customer (or Fleet) service mindset ensures that the needs of the organization and stakeholders are met, no matter how difficult the situation. You lead by example, demonstrating a tenacious commitment to serve with high standards and driving your team and organization toward long-term success.

Agility and Resilience

Definition

Agility and resilience as a leadership competency involve the ability to quickly adapt to changing circumstances while maintaining a steadfast focus on long-term goals. Leaders with agility and resilience can navigate uncertainty, respond to challenges with flexibility, and guide their teams through turbulent times without losing momentum.

Sub-Competencies

Adaptability
Flexibility
Toughness
Grit
Leading through Uncertainty

Examples

Resilience allows leaders to bounce back from setbacks, learning from failures while maintaining optimism and focus on the bigger picture.
Psychological resilience enables individuals to stay calm during crises and recover quickly, avoiding long-term negative impacts.
Agile leaders can pivot strategies, adjust goals, and reallocate resources as needed to keep the organization competitive and responsive to new opportunities.
Demonstrating flexibility in response to challenges and leading teams through turbulent times without losing momentum.
Mental toughness allows leaders to sustain consistent focus and self-belief under difficult circumstances, even amidst distractions.
Grit is evident when leaders persist in pushing forward despite obstacles, showcasing determination and commitment to their vision.
In times of uncertainty, agile and resilient leaders keep the organization moving forward by making decisive actions, keeping teams aligned with priorities, and staying open to new approaches.
Ultimately, agility and resilience enable leaders to not only survive difficult situations but to thrive, turning challenges into opportunities for growth and innovation.

Your Proficiency Level

Awareness: Recognizing the Need for Flexibility: You start to understand the importance of adapting to change and staying focused on long-term goals, even when circumstances shift. You begin to bounce back from setbacks, maintaining optimism and looking for ways to learn from failures.

Basic: Staying Calm in Uncertainty: You are developing the ability to remain calm and composed during crises or turbulent times. You work on maintaining focus and resilience, quickly recovering from challenges without allowing them to cause long-term negative consequences for you or your team.

Intermediate: Adapting Strategies and Resources: When facing unexpected changes, you pivot strategies, adjust goals, and reallocate resources as needed. You lead your team through uncertainty by responding flexibly to new challenges and opportunities, ensuring that momentum is not lost and that the organization remains competitive.

Advanced: Maintaining Mental Toughness and Grit: You demonstrate mental toughness by sustaining focus and self-belief under difficult circumstances. You push forward with determination and commitment, inspiring your team to persevere and stay aligned with long-term goals, even in the face of obstacles and external distractions.

Expert:Thriving in Uncertainty: You consistently lead your organization through turbulent times with agility and resilience. You remain calm, make decisive actions, and adapt quickly to new approaches. By turning challenges into opportunities for growth and innovation, you not only help your team survive difficult situations but also thrive, driving the organization forward with confidence and flexibility.

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Decisiveness: Obtaining information and identifying key issues and implications to make informed and objective decisions.

Awareness: You make decisions in routine context. You consult and seek necessary information on which to base decisions and are not paralyzed by the analysis.

Basic: You make decisions in ambiguous situations. You use all available data to determine responses in a timely manner.

Intermediate: You are able to make decisions when under pressure or in a crisis. You make time-sensitive decisions even when limited information is available. You keep your composure during difficult times and act decisively to resolve work issues.

Advanced: You are able to make decisions in ambiguous or risky situations. You make decisions with potentially significant consequences for the organization. You implement systems to proactively monitor risks.

Expert: You make sound strategic decisions in very ambiguous situations based on data-informed, analytic techniques. You take managed risks based on principles, values and sound business arguments. You champion initiatives with significant potential reward, accounting for possible adverse consequences.

N/A (This competency does not apply to me.)

Evidence-based Decision Making: Guiding data collection, analysis, and synthesis with a variety of stakeholders and sources in an unbiased manner to reach an objective conclusion, goal, or judgement, and to enable optimal strategic and leadership decision making.

Awareness: You gather data and compile basic statistics. You break down tasks and problems into manageable components. You solicit guidance as needed to assess importance and urgency. You escalate issues to higher levels as needed.

Basic: You report information in an efficient manner and are able to identify trends and outliers. You identify correlations and causal relationships. You investigate to define problems accurately and are able to sort information in order of importance. You define criteria and assign values of importance and urgency.

Intermediate: You conduct original research to define problems and prepare responses to anticipated questions. You are able to identify linkages and identify root causes and effects. You anticipate the unintended consequences of potential solutions.

Advanced: You determine criteria for assessing issues and opportunities. You systematically analyze relationships between apparently independent problems and issues. You review and translate analytical reports into management presentations and provide guidance to resolve issues. You initiate research to identify critical problems.

Expert: You regularly establish strategic goals and enterprise-wide priorities using data. You use advanced analyses to identify and assess problem definitions and potential solutions and compare them against predetermined criteria. You create frameworks for reviewing large amounts of data. You probe for and identify relationships in highly complex matters. You systematically identify and resolve complex enterprise-wide issues, while keeping leaders apprised.

N/A (This competency does not apply to me.)

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Management competencies include the knowledge, skills, and abilities to strategically implement the vision and policies of senior leaders. These competencies apply primarily to employees in senior management positions. Select “N/A” if you do not feel a particular competency is relevant to your career path.

Accountability

Definition

Accountability as a leadership competency refers to a leader's commitment to owning their decisions, actions, and the outcomes they produce. Leaders who embody accountability demonstrate integrity by aligning their behaviors with organizational values and ethical standards, ensuring they follow through on their promises and commitments.

Sub-Competencies

Integrity
Ethics
Ownership
Responsibility
Transparency

Examples

Accountability means taking responsibility for both successes and failures, not shifting blame to others but instead addressing problems directly and learning from mistakes.
Leaders with accountability foster a culture of transparency, openly communicating decisions, processes, and outcomes with their teams and stakeholders. This openness builds trust and encourages others to also take responsibility for their roles and contributions.
By modeling accountability, leaders create an environment where everyone is encouraged to perform at their best, uphold ethical standards, and contribute to the organization's success with integrity and openness.

Your Proficiency Level

Awareness: Recognizing Responsibility: You begin to recognize the importance of taking ownership of your actions and decisions. When things don’t go as planned, you start to acknowledge your role in the outcome instead of shifting blame to others, showing a willingness to learn from mistakes.

Basic: Owning Both Successes and Failures: You actively take responsibility for both successes and failures, addressing problems directly and transparently. You openly communicate with your team and stakeholders about the outcomes of decisions, fostering an environment of trust and integrity.

Intermediate: Fostering a Culture of Accountability: You work to create a culture of accountability within your team by modeling it yourself. You encourage open dialogue, ensuring that processes, decisions, and outcomes are transparent. By holding yourself and others to high ethical standards, you build a team where everyone takes responsibility for their roles and contributions.

Advanced: Driving Performance Through Accountability: You consistently align your behaviors with organizational values and ethical standards, following through on your commitments and encouraging your team to do the same. You use accountability as a tool to enhance performance, motivating your team to uphold the same level of responsibility in their work.

Expert: Inspiring Integrity and Ownership: You exemplify accountability at the highest level by taking full responsibility for the outcomes of your decisions and actions, whether positive or negative. You inspire integrity and ownership throughout the organization, creating an environment where everyone feels empowered to contribute to success with transparency, trust, and ethical behavior at the forefront.

Influencing and Negotiating

Definition

Influencing and negotiating as a leadership competency refers to the ability to inspire and persuade others to achieve common goals while effectively managing differing viewpoints and interests. Leaders with strong influencing and negotiating skills are adept at building relationships, understanding the needs of others, and guiding stakeholders toward mutually beneficial outcomes.

Sub-Competencies

Inspiration
Relationship-building
Active Listening
Empathy
Adaptive Communications
Conflict Management/Resolution

Examples

In influencing, a leader may inspire their team to embrace a new initiative by clearly communicating its benefits, aligning it with shared values, and motivating action through compelling vision and trust. This requires emotional intelligence, empathy, and the ability to adapt communication styles to different audiences.
In negotiating, a leader might mediate between departments with conflicting priorities, seeking compromises that satisfy both sides while advancing the organization’s objectives. Effective negotiators understand the importance of listening, finding common ground, and being creative in problem-solving to reach a win-win outcome.
By mastering influencing and negotiating, leaders can drive collaboration, resolve conflicts, and create alignment within their teams and across the organization.

Your Proficiency Level

Awareness: Recognizing the Importance of Persuasion: You begin to understand the value of influencing others to achieve common goals. You start practicing clear communication, explaining the benefits of new ideas or initiatives, and aligning them with the team’s shared values to motivate action.

Basic: Building Relationships and Trust: You actively work to inspire others by building trust and empathy. You adapt your communication style to different audiences, clearly articulating the vision behind your initiatives while seeking to understand the needs and concerns of stakeholders to foster alignment.

Intermediate: Balancing Differing Interests in Negotiations: You regularly mediate between individuals or departments with conflicting priorities. You listen carefully to both sides, seeking compromises and creative solutions that satisfy everyone while advancing the organization’s objectives. Your ability to influence others encourages collaboration and shared understanding.

Advanced: Guiding Teams Toward Mutually Beneficial Outcomes: You consistently use your influencing skills to inspire and align your team with long-term organizational goals. In negotiations, you find common ground even in complex situations, balancing the needs of different stakeholders and advancing mutually beneficial outcomes through diplomacy and problem-solving.

Expert: Mastering Influence and Negotiation: You are a master at building strong relationships and driving collaboration across the organization. Your ability to inspire others through vision and trust enables you to influence key stakeholders at all levels. As a negotiator, you consistently guide conflicting parties toward win-win solutions, ensuring that the organization moves forward in a unified and collaborative manner.

Program/Project Management

Definition

Program/Project management as a leadership competency in a technical organization involves the ability to plan, execute, and oversee projects or programs that align with organizational goals, ensuring they are completed on time, within scope, and on budget. Leaders with this competency can manage complex technical initiatives, coordinate cross-functional teams, and balance resources effectively while navigating challenges.

Sub-Competencies

Planning
Management
Budgeting
Troubleshooting
Risk Assessment/Mitigation

Examples

In program management, a leader may oversee multiple related projects, ensuring alignment with the broader organizational strategy. This could involve coordinating product development, software upgrades, or infrastructure enhancements, ensuring that each project contributes to the overall program’s success.
In project management, a leader manages specific projects, such as deploying a new technology platform or rolling out a cybersecurity solution. This includes setting clear objectives, creating timelines, assigning tasks to technical teams, and continuously monitoring progress through agile or waterfall methodologies. Effective project managers also anticipate and mitigate risks, troubleshoot issues, and ensure that deliverables meet quality standards.
In a technical organization such as NSWC-PHD, strong program/project management ensures that complex initiatives are executed efficiently, resources are optimized, and strategic goals are achieved, all while fostering collaboration and accountability across teams.

Your Proficiency Level

Awareness: Recognizing the Scope of Project Management: You begin to understand the importance of setting clear objectives and timelines for projects. You are learning how to coordinate tasks within a project, ensuring that deliverables are met on time and aligned with organizational goals.

Basic: Managing Specific Projects: You actively manage individual projects, such as deploying new technologies or software solutions. You create detailed project plans, assign tasks to technical teams, and monitor progress using methodologies like agile or waterfall. You ensure projects stay on time, within scope, and on budget.

Intermediate: Balancing Resources and Navigating Risks: You manage multiple projects or programs simultaneously, balancing resources across cross-functional teams. You anticipate potential risks and implement mitigation strategies, troubleshooting issues as they arise to ensure smooth execution. You ensure that deliverables meet quality standards while keeping projects aligned with organizational objectives.

Advanced: Coordinating Complex Technical Initiatives: You oversee complex, multi-faceted programs that include several related projects. You align these projects with broader organizational strategies, ensuring that each contributes to the overall success of the program. You foster collaboration across teams, balancing resources effectively and driving accountability to achieve strategic goals.

Expert: Mastering Program/Project Management in a Technical Organization: You are a master at overseeing large-scale, complex initiatives that involve multiple technical projects and teams. You ensure alignment with organizational strategy, optimize resources, and anticipate challenges before they arise. Through expert management of both programs and projects, you guide your teams to execute efficiently, achieving on-time, high-quality, and cost-effective outcomes that drive organizational success.

Human Capital Management: Building and managing workforce based on organizational goals, budget considerations, and staffing needs. Ensuring that employees are appropriately recruited, selected, developed, appraised, and rewarded; acts to address performance problems. Managing a multi-sector workforce and a variety of work situations.

Awareness: You make personnel decisions based upon selection criteria and position requirements. You utilize reward and recognition processes. You set clear performance goals.

Basic: You improve human resources processes and tools. You provide constructive feedback to all staff. You consider impact of personnel decisions on current staff.

Intermediate: You review and update position descriptions and performance plans. You clearly explain all major changes to staff and address all concerns. You recognize and reward employees for exceptional performance.

Advanced: You develop reward systems to recognize the impact of employee contributions to the organization. You identify strategies to recruit, retain, and inspire employees. You advocate for all employees to develop the required skills and qualifications. You identify mission critical competencies needed to achieve mission goals.

Expert: You transform organizational structure to provide improved people services by considering organizational goals, timeframes for achieving goals, and staff responsibilities. You develop new ways to retain high-potential and high-performing employees.

N/A (This competency does not apply to me.)

Financial Management: Understanding and monitoring the organization’s financial processes. Prepares, justifies, and administers the program budget. Overseeing procurement and contracting to achieve desired results.

Awareness: You have an awareness of budgeting and financial regulations and processes. You understand your responsibility for the careful use and protection of financial resources under your control. You adhere to budget controls as assigned. You provide correct financial information as required.

Basic: You monitor program/project expenditures for reporting purposes. You understand how to read, interpret, and use budgets and projections. You update budgets and projections diligently.

Intermediate: You understand the processes by which financial resources are identified, obtained, allocated, and managed. You make sound financial decisions after having analyzed their impact on the organization and operations. You allocate and manage financial resources transparently. You take a lead role in budgeting for projects and initiatives.

Advanced: You ensure adequate internal control systems over financial assets, liabilities, and expenditures. You identify additional or alternative financial resources and opportunities for funding organization-wide projects, programs, etc. You design, operate, and monitor rigorous financial management systems. You act on objective financial performance information.

Expert: You have an in-depth understanding of the strategic contexts within which the current fiscal policy and procedures exist. You ensure partner organizations, agencies, and/or governments understand the organization’s fiscal issues. You ensure frameworks are in place for sound financial planning, management, control, and reporting. You ensure that the process and infrastructure are in place to provide managers with integrated financial performance information.

N/A (This competency does not apply to me.)

Technology & Data Management: Keeping up-to-date on technological developments and overseeing effective use of technology to achieve results. Ensuring access to and security of technology systems. Planning and managing data storage and retrieval systems by ensuring the application of generally accepted data standards and processes.

Awareness: You have an awareness of the basic concepts of data management. You have knowledge of the principals, methods, and techniques of information technology (IT), including cybersecurity.

Basic: You have a basic understanding of data management principles, procedures, and tools. You participate in identifying general technology and data requirements for your area of responsibility.

Intermediate: You apply data management principles, procedures, and tools to facilitate decision making. You identify technology requirements and evaluate solutions to meet those requirements. You apply knowledge of IT systems to ensure access to, and security of, those systems.

Advanced: You have an advanced understanding of data management principles, procedures, and can streamline data collection processes to gain efficiency and enhance productivity for the organization. You develop evaluation criteria to assess the effectiveness and adequacy of technology within the organization. You participate in the development of technology and data management strategy, to include cybersecurity.

Expert: You serve as a key resource and advise others on technology and data management. You identify shortcomings in technology and data management systems and can advocate for and implement solutions to resolve those shortcomings. You provide vision for organizational technology and data management strategies.

N/A (This competency does not apply to me.)