CP11 - Comptroller Civilian Career Program
ACTEDS PLAN

ANNEX K
GLOSSARY OF TERMS

Accreditation: Accreditation is the management process employed to determine if an individual meets the necessary standards established for a particular occupation and level. The purpose of accreditation is twofold. The first and most important aspect of accreditation is the formal recognition of an individual's demonstrated performance and capabilities. The second is to assure that all professionals are qualified in terms of education, experience, and training and have demonstrated the requisite leadership skills to perform the duties of their current positions or of positions of greater responsibility and authority.

Attitudes: Pre-dispositions to behaving in a certain way. Sometimes they are manifestations of innate talents.

Basic Career Stage: Performs fundamental, basic and routine activities, while gaining subject matter expertise.

Business Relationships: A general competency consisting of the knowledge and skills needed to effectively collaborate, internally and externally, with customers, partners, and team members in the business environment.

Career Development: Systematic development designed to increase an employee's potential for advancement and career change through classroom training, reading, work experience and other developmental experiences.

Career Path(s): A diagram illustrating typical job progression opportunities and options, designed to assist employees in planning and pursuing their career goals.

Career Stage: Level of career development. Outlined in a model consisting of four stages or phases - intern/entry level, specialist/journey level, manager, and executive. These terms are individually defined in this Glossary.

Certification: A process that formally recognizes professional workers for achieving expertise and excellence in their field. Certification programs are primarily sponsored by state and professional associations. Certification requirements typically consist of specific types of formal education and experience, character references, and passing of an examination. To maintain certification, there may also be a continuing education requirement.

Change Management: A general competency defined as balancing the requirements of change and continuity, while continually improving all aspects of product and service delivery, within the basic organizational framework; maintaining focus, intensity, and persistence in an environment of competing interests.

Coaching: A general competency defined as clearly communicates performance expectations to peers and employees; openly shares information for the benefit of the organization; models and communicates the values, behaviors, and work practices expected of the workforce; provides constructive feedback. Coaching is normally done in the context of a supervisor-employee relationship, and can be a daily activity.

Communication Skills: A general competency defined as expressing information, in writing and orally, in a succinct and organized manner that is appropriate for the intended audience; effectively listens to others and clarifies information as needed; accurately uses the English language (e.g., grammar, spelling, punctuation, syntax).

Competency: A generalized subject/performance area for which the individual must be capable to perform adequately at the appropriate stage of career development.

Computer Based Training (CBT): CBT consists of instructional information displayed on the computer, including visuals and quizzes. Advanced CBT can be non-linear in format and interactive with the student.

Continuing Education Units (CEU): A uniform unit of measurement stated as contact hours of participation in an organized continuing education experience under responsible sponsorship, capable direction and qualified instruction.

Continuous Learning: A general competency defined as grasping the essence of new information; mastering new technical and business knowledge; recognizing one's own strengths and weaknesses; pursuing self-development; seeing feedback from others and opportunities to master new knowledge.

Continuing Professional Education (CPE): An academic measure used by various states and licensing organizations to encourage and enhance professionals to keep current in theoretical and procedural changes in their chosen profession or career field. Careerists are required to obtain a specific number of CPE credits to be able to retain previously awarded profession certification.

Creative Thinking and Innovation: A general competency defined as using imagination to develop new solutions to problems; designing new methods where established methods and procedures are ineffective or non-existent.

Critical Thinking: A general competency area consisting of the knowledge and skills required by employees to gather data, analyze problems, evaluate options, and develop/implement creative solutions to organizational challenges.

Customer Focus: A general competency defined as working with clients, customers, and partners to accurately assess their needs, provide information or assistance, resolve their problems, or satisfy their requirements and being knowledgeable of and committed to providing quality products and/or services.

Decision Making: A general competency defined as making sound, well informed, and objective decisions; perceiving the impact and implications of these decisions; committing to action, even in uncertain situations, to accomplish organizational goals.

Developmental Activities and Experiences: Structured work and training experiences, agreed to between employee and supervisor, with well defined objectives intended to enhance job knowledge and skills. Developmental activities and experiences may be a combination of structured "on-the-job" activities and formal classroom training.

Empowerment: A general competency defined as creating and sustaining an organizational culture which encourages others to provide the quality of service essential to high performance; enabling others to acquire resources and tools, including the responsibility and authority for work accomplishment.

External Awareness: A general competency defined as identifying the internal and external environment, i.e., political, economic, social, that impact the work of the organization; approaching each problem situation with a clear perception of organizational and political reality; recognizing the impact of alternative courses of action.

Flexibility: A general competency defined as being open to change and new information; adapting behavior and work methods in response to new information, changing conditions, or unexpected obstacles; adjusting rapidly to new situations warranting attention and resolution; a willingness to champion new ideas and methods, despite opposition, when the organizational benefits outweigh the cost.

Formal Training: Classroom training with an instructor that usually includes visuals (e.g., viewgraphs), training manuals, student workbooks, and quizzes.

3-Year Individual Development Plan (3yIDP): A three year plan jointly generated by an employee and his/her supervisor, often with mentor input, that documents the employee's short and long term career goals and the training and developmental experiences necessary to mutually achieve these goals and organizational enhancement.

Information Gathering and Utilization: A general competency area defined as identifying a need for and knowing how to gather information; organizing and maintaining information in a logical fashion; applying appropriate information to organizational challenges.

Insight and Judgment: A general competency defined as using common sense, maintaining confidentiality, readily admitting to errors, and effectively using the culture and politics of the organization.

In place Work Team Training: Simultaneous, formal training of an entire work team.

Integrity and Ethics: A general competency defined as contributing to maintaining the integrity of the organization; displaying high standards of ethical conduct; and understands the impact of violating these standards on the organization, self, and others.

Interpersonal Skills: A general competency defined as considering and responding appropriately to the needs, feelings and capabilities of different people in different situations; being tactful, compassionate and sensitive, and treating others with respect; relating well to people from varied backgrounds and different situations; being sensitive to cultural diversity, race, gender, disabilities, and other individual differences.

Journey Career Stage: Functions independently and applies knowledge and experience to variety of complex situations.

Leadership: A general competency area consisting of the knowledge and skills which encompass an understanding of the organization, the external environment that impacts the organization, and the skills needed to influence, motivate, and challenge others in the workplace.

Learning Objectives: Learning objectives reflect the expected performance level required to be competent. They are expressed in objective, behavioral terms that enable measurement of achievement by employees and their management.

Managing Human Resources: A general competency defined as planning, distributing, coordinating and monitoring work assignments of others; evaluating work performance and providing feedback to others on their performance; ensuring that staff are appropriately selected, utilized and developed, appraised, and rewarded and that they are treated in a fair and equitable manner; taking appropriate corrective action when required.

Mentoring: A general competency defined as counseling others, through formal or informal methods; willingly serving as a role model; sharing organization insights and lessons learned; providing sound advice on career development goals, strategies, and options.

Multi-Disciplined: Possessing competency and work experience in more than one broad category of core competency groups.

Multi-Disciplined Financial Analyst: CP 11 careerist who has attained the prescribed accreditation levels and completed work experience in more than one broad category of core competency groups.

Negotiating and Influencing: A general competency defined as persuading others to accept recommendations and exchange information or change their behavior in order to accomplish common goals; working with others towards an agreement; persuading others to achieve mutually acceptable solutions; managing and successfully resolving conflicts and disagreements through give and take.

On-the-Job Training: Informal training received by a careerist, in the work place, from a more senior peer, mentor, or supervisor.

Organizational Awareness: A general competency defined as knowing the organization's vision, mission and culture, and how its social, political and technological systems work; operating effectively within these systems to maximize their benefit to the organization.

Partnering: A general competency defined as identifying common goals and objectives, with new and prospective partners, and pursuing mutually beneficial and cooperative activities; developing networks and builds alliances; engaging in cross-functional activities; facilitating "win-win" situations.

Performance Enhancing Job Experience: Work experience gained at the same or different organizational level than a careerist has previously performed. It may include a specific project or performance of duties with broader scope, increased responsibilities and more complexity. This experience must be at least 90 days in duration and can be obtained in private industry, state, local or federal governmental agencies.

Performance Measurement System (PMS): A methodology for managing a system by monitoring appropriate status indicators and comparing them with a standard.

Position: A specific job consisting of all the current major duties and responsibilities assigned or delegated by management.

Problem Solving and Analytical Thinking: A general competency defined as identifying problems; determining accuracy and relevancy of information; using sound judgment to generate and evaluate alternatives, and to make recommendations.

Program: A related series of undertakings that continue over a period of time (normally years), which are designed to pursue or are in support of a focused scientific or technical goal, and which are characterized by: design, development and operations of systems; relatively high funding levels; firm schedules; and firm technical and/or scientific objectives.

Project: A defined, time-limited activity with clearly established objectives and boundary conditions executed to gain knowledge, create a capability, or provide a service as part of an overall program.

Rotational Assignment: A work assignment in an office or organization outside an intern's duty office. Interns should spend the equivalent of one work year performing rotational assignments. Ideally these assignments would occur during the last year of internship.

Self-Management: A general competency defined as setting well-defined and realistic personal goals; displaying a high level of initiative, effort, and commitment towards completing assignments in a timely manner; working with minimal supervision; being motivated to achieve despite obstacles; demonstrates responsible behavior.

Senior Career Stage: Senior specialist/analyst, team leader, or supervisors--a recognized expert with broad scope of responsibility and high visibility.

Strategic Thinking, Planning and Evaluating: A general competency defined as taking a long-term view, acting as a catalyst for, and contributing to organizational change; building a shared vision with others; influencing others to translate vision into action; identifying and implementing appropriate metrics to measure progress.

Stress Management: A general competency defined as dealing calmly and effectively with high stress situations, such as tight deadlines, hostile individuals, emergency and dangerous situations; balancing job and personal pressures.

Stretch Goals: Identification of short and long-term objectives that challenge the organization.

Teamwork: A general competency defined as encouraging and facilitating cooperation, pride, trust and group identity; fostering commitment and team spirit; working with others to achieve goals; facilitating an open exchange of ideas and fostering an atmosphere of open communication.

Time Management: A general competency defined as using one's time in the most effective and productive way; properly assessing and utilizing priorities in time allocation; controlling the distractions that waste time and break flow.

Train the Trainer: A training approach that teaches a core group of subject matter experts the format and content of formal training classes. The subject matter expert then instructs others using the material and design format.

Validation: To solicit input from a group of individuals in order to verify or prove a concept, e.g., appropriateness of technical competencies.

Web Based: Information/data that is displayed on the Internet (World Wide Web) and accessible through the use of web based software and a computer workstation.

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