Learn about Villanova's Competency Model

What is a Competency Model?

• Competencies are inclusively framed behaviors and approaches to work that guide how staff members engage with their jobs and other members of the campus community. These competencies set a common standard of excellence for what it means to be a successful member of Villanova's staff and management community, aligning with the University's strategic plan, Rooted. Restless. While your job description is a summary of the core functions of the job (the “what you do”), the competency model describes the behaviors you must do on the job in order to be successful (the “how you do it”). Villanova’s competency model aligns to our core values (Unitas, Veritas, Caritas) and transparently answers the question, “What does it mean to be successful at Villanova?”
• How Will the Competency Model be Used?
  Villanova’s competency model serves as the foundation for all HR talent management practices and programs. The model will be used to inform and support staff hiring, staff performance reviews, and as the basis for training and professional development programs. The model will help staff and managers understand what’s expected of them in their role and provide a roadmap for development opportunities that will help them grow.  

Guiding Principles

• The competency model is rooted in Villanova's mission, values and strategic vision. It offers a framework that empowers every employee to contribute meaningfully to the University's overarching mission.
• The core principles in developing the competency model were inclusivity, equity, relevance and connection to Villanova's core values of Veritas, Unitas, and Caritas. Each competency was developed to align with and track into one or more of these values.

• Importance of These Principles Re: Effectiveness and Relevance
  The guiding principles build a robust framework that ensures the competency model's effectiveness and relevance within Villanova University. Rooted in the core principles of inclusivity, equity, and alignment with Villanova's core values of Veritas, Unitas, and Caritas, each competency was carefully crafted to directly connect with and reflect our foundational values. This thoughtful alignment ensures that the model is not only actionable but also resonates across all areas of the University.

By tying competencies directly to these core values, the competency model provides a clear and unified pathway for both individual and organizational growth. For individuals, this means a clear understanding of how their roles and responsibilities are tied to the broader mission and values of the University, empowering them to contribute more effectively. For the organization, it ensures that all talent management processes, from hiring to development, are aligned with the University's commitment to inclusivity and equity.

Furthermore, this alignment fosters an environment where equitable organizational outcomes are not just aspirational but achievable. By ensuring that every competency tracks back to Villanova’s core values, the model encourages a culture of inclusivity that permeates through every aspect of University life, driving both individual success and collective advancement. In doing so, it guarantees that the competencies remain relevant and meaningful, continuously supporting the University’s strategic aims and cultural bedrocks.

The Development Process

• A cross-functional working committee comprised of staff across campus selected Exude, Inc., to serve as external consultants for this project. The consultants were selected based on their demonstrated commitment to equity and inclusion and their capacity to engage with the campus community throughout the process.
• Eight focus groups, comprising diverse campus stakeholders and inclusive of Cabinet and the Council of Deans, provided insights into competencies necessary for success of University staff and our people-managers. The collaborative effort ensured the competency model reflected an inclusive approach.
• The data collected through structured consultations, focus groups and senior leaders was synthesized, leading to a clear set of recommendations and a model shaped to align with Villanova’s mission. A structured rollout strategy facilitated the integration of competencies into talent management processes.

The Competencies

1. Accountability: Takes initiative to fulfill tasks, accepts feedback, acknowledges mistakes, and demonstrates ownership in service to customers, students, and fellow colleagues.
2. Commitment to Inclusion: Demonstrates respect and sensitivity for cultural differences, a willingness to use inclusive language, and promotes acts of inclusion.
3. Collaboration & Influencing: Engages the rich wisdom of the community in cross-functional teamwork and shares knowledge with the community reciprocally.
4. Trust & Transparency: Upholds confidentiality, provides accurate information, and demonstrates reliability. Is an effective steward of university resources, privileges and benefits.
5. Respect & Conflict Resolution: Demonstrates a willingness to be in service and support for all members of the Villanova community, addresses observed behaviors rather than assumptions or stereotypes, and acknowledges the impact of their actions, regardless of intent.
6. Problem Solving: Identifies opportunities for improvement in operations, projects and processes. Seeks feedback on approach and considers different perspectives to solutions.
7. Facilitating Change: Engages constructively with change and supports continuous improvement.