In 2011, UC Learning and Development leaders, Systemwide Human Resources, and location Chief Human Resources Officers developed and endorsed a UC Core Competency Model for staff. The competency model was adopted at various locations across UC. Various locations chose to adapt modified versions of the model.
In 2018, per best practice, the Human Resources Leadership Consortium (Systemwide HR Leaders and location Chief Human Resources Officers) charged the UC Systemwide Talent Management Consortium, a group consisting of leaders from UC’s talent acquisition, talent development, compensation, and organization development functions from campuses, health centers, Lawrence Berkeley National Laboratory, Division of Agriculture and Natural Resources, and Office of the President., to review and update the competency model. The result of their work follows.
The purpose of the 2020 UC Core Competency Model for staff is to serve as the basis of UC’s integrated talent management strategy. Establishing core competencies at the systemwide level helps staff employees understand how UC views talent and promotes behaviors that reflects UC’s vision and values. They build the foundation for the culture we want at UC. Developing a competency framework also provides for a consistent set of behaviors and shared language that can be used across the talent management life cycle, including, but not limited to:
- Employment, including job descriptions, job postings, recruitment, and selection
- Compensation, including position classification and job family design
- Performance Management
- Career Development
- Succession Management