The AO Development Toolkit was designed for Chief Administrative Officers (CAOs) and aspiring CAOs who are interested in building strength in the six administrative officer competencies.

In this toolkit you will find the administrative officer competency model, career management resources, and listings of suggested courses, reading and activities organized by competency. A competency model is a description of key competencies required for outstanding performance in a given job or category of jobs. It consists of a set of competencies that have been selected through a detailed research process that demonstrates their importance for success on the job.

The UC Davis Administrative Officers for the Future Program provides assessment and development in the following six competencies:

  • 1. Building Strategic Relationships
  • Definition

    Initiates, cultivates and maintains strategic alliances with key senior managers and other stakeholders within and outside the organization. Identifies and addresses obstacles to partnering across the organization to achieve objectives. Collaborates with colleagues to achieve results in alignment with the mission and operations of the organization.

    Behavioral Indicators

    - Initiates, cultivates and maintains strategic alliances with key senior managers and other stakeholders within and outside the organization
    - Identifies and addresses obstacles to partnering across the organization to achieve objectives
    - Collaborates with colleagues to achieve results
    - Resolves conflicting goals and priorities using formal organizational knowledge and informal network relationships to accomplish objectives
    - Builds connections, cooperation and collaboration
    - Seeks perspectives from different parts of the organization to ensure realistic view of situations
    - Uses working relationships with customers and colleagues to build strong connections, cooperation and collaboration
    - Demonstrates behaviors that include fairness, respect, inclusiveness, empathy, integrity and ethical conduct
    - Facilitates resolution of conflict by addressing it openly and encouraging mutually beneficial resolutions
    - Shows an awareness of the others’ concerns and points of view.

  • 2. Communication
  • Definition:

    Models communications that invite participation and dialogue. Establishes communication processes to keep others informed and to seek input. Considers audience, message, timing, objective and mode of communication. Produces written communications using appropriate grammar, tense and language. Delivers oral presentations that are clear, logically organized and persuasive.

    Behavioral Indicators:

    - Models communications that invite participation and dialogue
    - Establishes communication processes to keep others informed and to seek input
    - Considers audience, message, timing, objective and mode of communication
    - Produces written communications using appropriate grammar, tense and language
    - Delivers oral presentations that are clear, logically organized and persuasive
    - Uses non-verbal communication (e.g., eye contact, body language, gestures, facial expressions) effectively
    - Communicates candidly and respectfully even in difficult situations
    - Communicates effectively with people from diverse cultural backgrounds and perspectives
    - Distills ideas and relevant data into messages that clarify and inspire support and action from others
    - Actively listens, provides constructive feedback, and demonstrates respect for differing views

  • 3. Results Orientation
  • Definition:

    Analyzes situations, makes timely and sound decisions and constructs implementation plans. Understands and navigates organizational systems and procedures to accomplish work independently and through others. Anticipates change, capitalizes on opportunities and drives results.

    Behavioral Indicators:

    - Analyzes situations, makes timely and sound decisions and constructs implementation plans Understands and navigates organizational systems and procedures to accomplish work independently and through others
    - Anticipates change, capitalizes on opportunities and drives results
    - Anticipates and seeks an understanding of the impact and implications of decisions on planned outcome or results
    - Models sound judgment and accountability when managing human, operational or financial resources
    - Demonstrates a depth and breadth of understanding of key operations and departments within the organization
    - Demonstrates innovation and creativity by developing and/or improving concepts and ideas
    - Develops both short and long-range plans that consider relevant cost, schedule and resource information.

  • 4. Strategic Problem Analysis
  • Definition:

    Analyzes and evaluates information and situations. Asks questions to get to the root cause of issues. Examines and defines issues from multiple perspectives. Integrates information into a sound decision-making process. Considers consequences of decisions before taking action prior to implementation.

    Behavioral Indicators:
    - Analyzes and evaluates information and situations Asks questions to get to the root cause of issues
    - Examines and defines issues from multiple perspectives Integrates information into a sound decision-making process
    - Considers consequences of decisions before taking action prior to implementation
    - Understands overriding organizational factors which influence or constrain direction, decision-making, and organizational priorities
    - Gathers information and input from a variety of sources before making an educated decision and/or recommendation
    - Presents decision-makers with sound, data driven, viable options and recommendations Frames issues/problems in a manner that invites discussion, analysis and resolution

  • 5. Talent Management:
  • Definition:

    Attracts, recruits and hires talented people into the organization. Leads, engages and coaches people to maximize individual performance. Establishes expectations and provides timely, clear, constructive feedback. Takes corrective action to improve unacceptable performance or behavior. Recognizes and rewards people for high-level performance and contributions.

    Behavioral Indicators

    - Attracts, recruits and hires talented people into the organization
    - Leads, engages and coaches people to maximize individual performance
    - Establishes expectations and provides timely, clear, constructive feedback
    - Takes corrective action to improve unacceptable performance or behavior
    - Recognizes and rewards people for high-level performance and contributions
    - Creates systemic opportunities for continuous learning and talent development as an organizational value and strategy
    - Advocates for and demonstrates an understanding of the value of differences that promote and sustain a diverse community
    - Manages employee performance in alignment with the mission, strategic and operational goals of the department/unit while maintaining consistency with university practices, policies and collective bargaining agreements
    - Optimizes organizational results and individual effectiveness by conveying goals and objectives with clearly outlined expectations and measures of success
    - Champions employee learning and talent development by coaching, mentoring and developing people for career growth and performance

  • 6. Team Effectiveness:
  • Definition

    Participates in team activities that promote effective peer and other work relationships. Keeps commitments to the team and demonstrates a shared responsibility and focus to ensure objectives and goals are met. Fosters team communications and dialogue. Identifies opportunities to gain consensus for team options, decisions and outcomes.

    Behavioral Indicators

    - Participates in team activities that promote effective peer and other work relationships
    - Keeps commitments to the team and demonstrates a shared responsibility and focus to ensure objectives and goals are met
    - Fosters team communications and dialogue
    - Identifies opportunities to gain consensus for team options, decisions and outcomes
    - Promotes understanding of team roles and responsibilities
    - Motivates team members to achieve challenging objectives
    - Recognizes and rewards team achievements
    - Facilitates interdependence of team members with one another
    - Fosters trust among team members Models the organization’s principles and values in all interactions