Flexibility

Support Staff Core Competencies

Descriptors

Flexibility is the ability to adapt and respond to the changing environment and to constructively create opportunities for change through active participation. This is a list of specific behaviour descriptions for this competency, intended to support performance management and development. Each behaviour is described according to the expectation for each job phase. Not all descriptors are required, nor applicable, for each job.

The person performing this job is typically or frequently expected to demonstrate the following behaviours, skills, knowledge.

  1. Phase I

    Adapts successfully to variations in work schedules, locations and/or tasks.

  2. Phase II

    Makes progress in an environment with multiple, simultaneous priorities and activities. Sets boundaries, negotiates timelines appropriately, uses time wisely.

  3. Phase III

    Anticipates requirements, multi tasks and manages priorities of self and others in complex, demanding situations.

  1. Phase I

    Works effectively with those having diverse backgrounds, styles and abilities.

  2. Phase II

    Adapts approaches to meet diverse needs, styles and backgrounds; encourages others to do the same.

  3. Phase III

    Ensures that the diversity of colleagues and others is accommodated in plans and actions; encourages and supports others in these approaches.

  1. Phase I

    Interprets guidelines and policies in an appropriately flexible manner; requests assistance from others as needed.

  2. Phase II

    Solves problems even when situations and policies are ambiguous or unclear; knows when it is appropriate to be flexible or not and sets boundaries and priorities accordingly.

  3. Phase III

    Makes progress with objectives and manages the complex and/or sensitive situations where information is limited. Considers important aspects and impacts, take appropriate risks, negotiates boundaries, and makes adjustments; fosters this approach in others.

  1. Phase I

    Responds to changing procedures, technology and/or policies in a positive, appropriate manner.

  2. Phase II

    Demonstrates a constructive approach to change; adapts to changes in organizational structures, systems, policies; willingly takes on new or temporary responsibilities and/or otherwise seeks ways to help
    implement changes effectively.

  3. Phase III

    Develops plans and implements courses of action for self and others in dealing with anticipated changes; may form new or other beneficial relationships with other units; supports others in understanding change processes and adapting to change.

  1. Phase I

    Demonstrates receptivity and openness to development and improvement in own work and that of the unit.

  2. Phase II

    Continually strives to identify improved ways to perform tasks and services; contributes to and supports implementation of changes.

  3. Phase III

    Creates, or assists in creating the climate for change by being open to new ideas and
    suggestions, evaluating possibilities, and/or supporting piloting of new approaches.