NAVFAC Employee Competency Assessment

FAQs Whiteboard Video

A Note to NAVFAC Employees

This Employee Competency Assessment (ECA) is a quick and easy survey to assess your proficiency level across the 20 non-technical core competencies that comprise the Workforce Development (WFD) Continuum. Completing the ECA is the first critical step for participating in Career Compass – a career development program for all employees. Employees will use the ECA, and its resulting report, to identify career growth and development opportunities. Employees are also encouraged to request that their supervisors fill out an ECA for them and share their candid assessment of the employee’s proficiency across these 20 competencies (see next paragraph). Additionally, employees with mentors can download a blank ECA form at the bottom of this page, provide it to their mentors, and ask them to provide their candid feedback. Supervisor and mentor feedback, along with your own insights, will be helpful information as you work with your supervisor to identify learning and development opportunities for your Individual Development Plan (IDP). Supervisors are encouraged to fill out the ECA for their employees by selecting “Supervisory Assessment of Employee” under the option for “ECA Completer.” Supervisors can choose to save the resulting report and share it with employees to provide a candid assessment of the employee’s proficiency across these 20 competencies. Your feedback and insights will be helpful information for the employee as they identify learning and development opportunities for their IDP. Follow these steps to complete your ECA:
  1. Employees fill in the employee information below. Under “ECA Completer,” mark “Employee ECA (self-report by employee).”
  2. Supervisors should complete an ECA for each employee. Under “ECA Completer,” mark “Supervisory Assessment of Employee.”
  3. Complete the assessment.
  4. Save the PDF report that is produced upon completion of the ECA.
  5. Recommended: Download the blank ECA form and send it to your mentors to obtain their feedback.
  6. Discuss overall ECA results with your supervisor and/or mentors to complete your next IDP.
Note: Supervisors can also hand out printed blank ECAs to employees and enter the results using “Employee ECA (copied from employee paper form by supervisor).” Note for NAVFAC Interns: Select the location where you are physically located/operationally based. 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!
Total Force Development (BD17)

Employee Information

Interns: Select the location where you are physically located/operationally based.
Instructions for Employees: 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. Instructions for Supervisors and Mentors: Please choose the proficiency level that best describe the current capabilities of the employee you are assessing. These assessments will help guide your development conversations with the employee as he or she completes the Individual Development Plan (IDP). 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.

Foundational Competencies

Foundational competencies include the knowledge, skills, and abilities which are most relevant to NAVFAC’s core values and mission. They apply to all employees regardless of career path, technical community, area of expertise, or grade level.

Accountability: Taking responsibility and ownership for decisions, actions, and results. Being accountable for both how and what is accomplished.

Initiative: Voluntarily taking the first steps to identify and address existing and potential obstacles, issues, and opportunities.

Resilience: The ability to grow and thrive in the face of challenges and bounce back from adversity.

Integrity: Behaving in an honest, fair, and ethical manner. Showing consistency in words and actions. Models high standards of ethics.

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.

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.

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

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

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 NAVFAC mission.

Supervisory Competencies

Supervisory competencies include the knowledge, skills, and abilities required to lead, coach, advise, and engage other employees whether individually or as a team. These competencies may be relevant to both current and prospective supervisors or leaders. Select “N/A” if you do not feel a particular competency is relevant to your career path.

Building Diverse Teams: Inspiring, fostering, and managing a diverse, inclusive, and committed team that creates trust and pride to achieve the NAVFAC vision and mission. Facilitating cooperation and motivating team members to accomplish group goals.

Developing Others: Developing the ability of others to perform and contribute to the organization by providing constructive feedback and opportunities to learn through formal and informal methods.

Conflict Management: The ability to manage and resolve concerns, disagreement, and conflict in a constructive manner. Encouraging creative tension and differences of opinions. Anticipating and taking steps to prevent counter-productive confrontations.

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

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.

Management Competencies

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.

Strategic Thinking: Innovating through analysis of issues and trends and how these link to responsibilities, capabilities, and potential of the organization.

Influencing & Negotiating: Using persuasion to gain support and cooperation; exploring positions and alternatives to reach outcomes that gain acceptance of all parties.

Project & Program Management: Implementing, participating in, and evaluating the results of programs, projects, or processes, and managing related resources, personnel, and activities to successful completion.

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.

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.

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.