# tblDefsDifficulty

DifficultyDefined:
Not Difficult:  The task requires some concentrated practice, gets easier with practice, requires limited, low-level decision making.


DifficultyDefined:
Moderately Difficult:  The task requires concentrated effort, but situation awareness is not a critical factor. Decision making is required, but responses will not preclude mission success.


DifficultyDefined:
Very Difficult:  The ability to perform the task gets better with practice, but the task does not get easier.  The task requires considerable effort, critical decision making, ten or more sub-tasks, and/or many concurrent activities.


# tblDefsImportance

ImportanceDefined:
Of No Importance:  No consequences of poor performance.  Job or mission is not affected by poor performance.  Other operations are not affected.


ImportanceDefined:
Of Lesser Importance:  Poor performance has minor consequences; job, mission, and/or other operations are not significantly affected.


ImportanceDefined:
Moderately Important:  Task failure will hamper accomplishment of job or mission, cause damage (money, manpower, time, etc), but will not cripple operations.


ImportanceDefined:
Very Important:  Task failure will cause a failure of job or mission, cause damage (money, manpower, time, etc), and will cripple operations.


ImportanceDefined:
Critically Important:  The human cost of task failure is very high (safety, injury, loss of life, etc.) and/or the tactical cost is very high (job or mission failure) and/or poor task performance will cripple task performance of others.


# tblDefsPerfLevel

PerfLevelDefined:
Extremely Limited: Can do simple parts of the task with direct supervision.


PerfLevelDefined:
Partially Proficient: Can do most parts of the task with limited supervision.


PerfLevelDefined:
Competent: Can do all parts of the task with no supervision.


PerfLevelDefined:
Highly Proficient: Can do complete task quickly and accurately, to include training and supervision.


# tblDefsPerfRole

PerfRoleDefined:
Assist: Aid or help in task performance, but not directly responsible for task performance.


PerfRoleDefined:
Manage: Management and direction, but not direct supervision, of a task’s performance.


PerfRoleDefined:
Primary: Task performed as a major or routine part of the job.


PerfRoleDefined:
Secondary: Task performed as a minor part of the job.


PerfRoleDefined:
Supervise: Direct oversight and inspection of a subordinate’s task performance.


# tblDefsSubDifficulty

SubDifficultyDefined:
Not Difficult:  The task requires some concentrated practice, gets easier with practice, requires limited, low-level decision making.


SubDifficultyDefined:
Moderately Difficult:  The task requires concentrated effort, but situation awareness is not a critical factor. Decision making is required, but responses will not preclude mission success.


SubDifficultyDefined:
Very Difficult:  The ability to perform the task gets better with practice, but the task does not get easier.  The task requires considerable effort, critical decision making, ten or more sub-tasks, and/or many concurrent activities.


# tblDefsSubImportance

SubImportanceDefined:
Of No Importance:  No consequences of poor performance.  Job or mission is not affected by poor performance.  Other operations are not affected.


SubImportanceDefined:
Of Lesser Importance:  Poor performance has minor consequences; job, mission, and/or other operations are not significantly affected.


SubImportanceDefined:
Moderately Important:  Task failure will hamper accomplishment of job or mission, cause damage (money, manpower, time, etc), but will not cripple operations.


SubImportanceDefined:
Very Important:  Task failure will cause a failure of job or mission, cause damage (money, manpower, time, etc), and will cripple operations.


SubImportanceDefined:
Critically Important:  The human cost of task failure is very high (safety, injury, loss of life, etc.) and/or the tactical cost is very high (job or mission failure) and/or poor task performance will cripple task performance of others.


# tblDefsSubPerfLevel

SubPerfLevelDefined:
Extremely Limited: Can do simple parts of the task with direct supervision.


SubPerfLevelDefined:
Partially Proficient: Can do most parts of the task with limited supervision.


SubPerfLevelDefined:
Competent: Can do all parts of the task with no supervision.


SubPerfLevelDefined:
Highly Proficient: Can do complete task quickly and accurately, to include training and supervision.


# tblDefsSubPerRole

SubPerfRoleDefined:
Assist: Aid or help in task performance, but not directly responsible for task performance.


SubPerfRoleDefined:
Manage: Management and direction, but not direct supervision, of a task’s performance.


SubPerfRoleDefined:
Primary: Task performed as a major or routine part of the job.


SubPerfRoleDefined:
Secondary: Task performed as a minor part of the job.


SubPerfRoleDefined:
Supervise: Direct oversight and inspection of a subordinate’s task performance.


# tblDefsSubTaskDelay

SubTaskDelayDefined:
The maintainer must be capable of performing the task without taking time to read how the task is best accomplished.


SubTaskDelayDefined:
A minor delay might be acceptable while the maintainer checks technical regulations or manuals, gets advice, etc.


SubTaskDelayDefined:
There is no immediacy to task execution. For example, there may be time to assemble a group of experts to confer with before proceeding.


# tblDefsTaskDelay

TaskDelayDefined:
The maintainer must be capable of performing the task without taking time to read how the task is best accomplished.


TaskDelayDefined:
A minor delay might be acceptable while the maintainer checks technical regulations or manuals, gets advice, etc.


TaskDelayDefined:
There is no immediacy to task execution. For example, there may be time to assemble a group of experts to confer with before proceeding.


# tblElements

Notes:
This is an ongoing need because technology is always advancing


Notes:
Ongoing need because technology is constantly advancing


# tblSKALevels

SKALDefinition:
Having readiness to take a particular action.


SKALDefinition:
Using two or more facts in a manner that provides regularity of behavior in an infinite variation of situations.


SKALDefinition:
Performing step-by-step actions in the proper sequence.


SKALDefinition:
Grouping similar and dissimilar items according to their distinct characteristics


SKALDefinition:
Synthesizing lover levels of knowledge for the resolution of problems.


SKALDefinition:
Sensory stimuli that translate into physical performance.


SKALDefinition:
Manual dexterity in the performance of physical skills.


SKALDefinition:
Tracking or making compensatory movements based on feedback.


SKALDefinition:
Performing a complex physical or mental skill.


SKALDefinition:
Demonstrating mental preparedness to perceive the normal, abnormal, and emergency condition cues asociated with the performance of an operational procedure.


SKALDefinition:
Demonstrating mental preparedness to encode operational cues as indicators of normal, abnormal, and emergency conditions associated with the performance of an operational procedure.


SKALDefinition:
Demonstrating the ability to judge the worth or quality of normal, abnormal, and emergency cues associated with the performance of an operational procedure.


SKALLevel:
Competence (application of resource management strategies and tactics)

SKALDefinition:
Demonstrating the mental preparedness to make decisions using prioritized strategies and tactics in response to normal, abnormal, and emergency condition cues associated with the performance of operational procedures.


SKALLevel:
Innovation (Generation of new resource management strategies and tactics)

SKALDefinition:
Demonstrating the mental preparedness to make decisions by generating the results expected upon completion of prioritized strategies or tactics in response to normal, abnormal, and emergency cues associated with performance of and operational procedure, and generating prioritized strategies and tactics in response to abnormal or emergency cues.


# tblSubTasks

SubTaskConditions:
Must answer questions without reference materials

SubTaskStandards:
Interpret and explain technical information without error

SubTaskCues:
Teaching assignment will be made by management

SubTools:
Electronic and paper sources of technical information
Desktop computers 
Classroom equipment

SubTaskTraining:
Technical competence will be established before promotion to supervisor


SubTaskConditions:
Can refer to technical materials
Errors will be discovered in subsequent operations

SubTools:
Electronic and paper sources of technical information
Desktop computers


SubTaskStandards:
Identify team learning barriers
Remove team learning barriers
Reward learning of team members


SubTaskStandards:
Quickly masters new knowledge
Encourages feedback from others
Invests in (pursues) self development


SubTaskName:
Promote ethical and professional behavior by others

SubTaskStandards:
Assess compliance with the law.  Challenge unethical behavior of others.  Intervene in negative ethical situations.

SubTaskTraining:
Knowledge of laws and ethical requirements


SubTaskName:
Demonstrate personal integrity and professional conduct

SubTaskStandards:
Fully comply with the law.  Treat all individuals honestly, fairly, courteously.  Adhere to highest ethical and professional standards.


SubTaskName:
Initiate and complete tasks without external motivation

SubTaskStandards:
Recognizes what needs to be accomlished without being prompted.  Develops and carries out strategies for timely completion of work.  Performs realistic self evaluation of work efforts.


SubTaskConditions:
Requires attention both at work and at home

SubTaskStandards:
Monitors how time is being used.  Has acqured a variety of strategies for maximizing time usage.  Uses self discipline in applying time management strategies


SubTaskStandards:
Recognizes and understands interaction between home and work behaviors.  Has acqured and is able to use a variety of strategies for achieving balance.

SubTaskCues:
Is experiencing dissatisfaction at home or at work


# tblTasks

TaskConditions:
Can refer most difficult issues to reference materials
Errors will be discovered by subsequent operations

TaskStandards:
Interpret and explain technical information without error

Tools:
Electronic and paper sources of technical information

TaskTraining:
Learner will have mastered the technical information prior to promotion to supervisor

Notes:
This competency is ’no train’ because the knowledge is an entry level requirement.


TaskStandards:
Quickly masters new knowledge
Encourages feedback from others
Invests in (pursues) self-development


TaskName:
Personal Integrity and Professional Conduct

TaskStandards:
Assess levels of professionalism and integrity
Ensure full compliance with laws
Vigorously challenge unethical behavior
Address negative situations with early interventions

TaskTraining:
Knowledge of laws and ethical requirements


TaskConditions:
Includes behaviors both at home and at work

TaskStandards:
Maintains balance between home and work requirements.  Manages own time effectively.  Initiates and completes tasks without external motivation.


TaskStandards:
Finds ways to win genuine support.  Creates mutually beneficial positions.  Works effectively with wide range of individuals


TaskStandards:
Establishes and maintains productive relationships with subordinates, peers, and supervisors.  Treats customers and stakeholders with tact and diplomacy.  Adapts interaction style to fit the situation


TaskStandards:
Tailors presentation to level or type of audience.  Communicates highly complex technical information in a way that is understood.


TaskStandards:
Regularly partners with other organizational elements.  Actively seeks out opportunities work with various community groups and professional organizations.


TaskStandards:
Acquaints subordinates with VBA culture and values.  Incorporates awareness of political ramifications in day to day decision making.  Consults with stakeholders to build rapport.


TaskDescription:
Expresses facts and ideas in writing in a clear, logical, and organized manner.

TaskConditions:
May include both paper and pencil and electronic media

TaskStandards:
Rarely require editing for substance, grammar, or conciseness.  Writing is tailored to suit audience and type of document.  Review of others‘ documents is throough and effective.

TrainNotes:
’No train’ because ability should be acquired before promotion to coach


TaskDescription:
Examines policy issues with a diverse and informed near-term and long-term perspective

TaskStandards:
Identifies and selects strategies that align unit goals with VBA goals.  Provides input to upper management on organizational priorities.


TaskDescription:
Helps to implement the long-term vision of the organization

TaskStandards:
Actively promotes VBAs values and goals.  Gains confidence and support of employees for VBAs goals.  Envisions ways for the work unit to prepare for the future.


TaskDescription:
Keeping VBAs goals in mind when working on projects or tasks with employees, stakeholders, and partners.

TaskStandards:
Routinely participates in forums to explain VBA services.  Clearly and accurately explains how changes in one program may affect other programs.  Successfully communicates program changes to employees.


TaskDescription:
Supports human resource policy implementation to accomplish the mission, vision, and goals of a VBA organizational element.

TaskStandards:
Deals proactively with employee performance and conduct issues.  Consistently promote effective labor-management relations.  Promptly provide training opportunities.  Monitor and evaluate individual and work unit performance.  Consistently apply merit principles in selection, appraisal, and development deciions about subordinates.


TaskDescription:
Uses automation and information technology to maximize improvements in mission accomplishment.

TaskStandards:
Stays current and informed about new automation and technology.  Integrates automation and technology into work processes.  Encourages employee to build their technology related capabilities.  Recommends improvements to electronic communications systems.


TaskDescription:
Recognizes the potential inherent in individuals and seeks to develop that potential by sharing information, creating developmental opportunities, and providing feedback.

TaskStandards:
Actively seeks out opportunities and frequently serves as a mentor.  Identifies talents of subordinates and consistently provides opportunities for them to develop.  Uses constructive positive feedback to encourage subordinates.  Promptly provides appropriate feedback for sub-standard performance.


TaskDescription:
Promotes a culture that values and fenefits from cultural, ethnic, gender, and other individual differences.


TaskDescription:
Manages group processes to encourage and facilitate collaboration, teamwork, pride, and indentfication with mission.

TaskStandards:
Ensures that team skills are present so that team goals and be achieved.  Appropriately delegates decision making authority to the team.  Recommends both team and inidvidual rewards.  Monitors team development and ensures that training in team building is provided as necessary.


TaskDescription:
Makes even difficult or contentious decisons when cenessary and without undue delay/

TaskStandards:
Makes decisions without delay.  Differentiates when decision or no decision must be make.  Commits to effective action without wavering.

TrainNotes:
This trait cannot be taught but it can be enhanced.

Stability:
Varies from low stability to high stability depending on situations and upper leadership.


TaskDescription:
Manages and resolves confrontations and disagreements in a constructive manner.

TaskStandards:
Identifies underlying causes of conflict.  Nurtures and maintains constructive relationships with employee associations and union officials.  Resolves controversies to minimize future conflict.


TaskDescription:
Responds effectively to meet the needs of veterans and anticipates the concerns of stakeholders and taxpayers.

TaskStandards:
Anticipates and assesses the impact of policies on customer service.  Regularly incorporates customer and stakeholders suggestions for improvement.  Trains employees in the value of good customer service.


TaskDescription:
Adapts behavior and work methods in response to new information, changing conditions, or unexpected obstacles.

TaskStandards:
Remains optimistic, focused, and persistenc even under constant change.  Attends to unique needs of situations and people.  Quickly finds alternative solutions when faced with obstacles.  Anticipates changing conditions and modifies existing plans and work methods.

TrainNotes:
On the issue of ’difficulty’, competencies in the affective domain will be difficult for some but easy for others.  The difficulty is not tied to the competency but to the psychological attributes of the learners.


TaskDescription:
Developes new insights into situations and applies innovation solutions to make organizational improvements

TaskStandards:
Creates work environment that encourages creative thinking.  Applies analytical tools to effectively generate ideas.  Encourage and support employees in generating ideas.  Is receptive to new ideas that contradict personal ways of thinking.


TaskDescription:
Proactively identifies and analyzes problem situations, and finds alternative solutions.  Applies good judgment to solve problems.

TaskStandards:
Effectively differentiates relevant from irrelevant information.  Analyzes, incorporates, and integrates data from multiple sources.  Effectively anticipates internal obstacles and adjusts accordingly.  Anticipates intended and unintended consequences.


TaskDescription:
Assures that effective systems and precesses are developed and maintained to ensure the integrity of VBA‘s operations.

TaskStandards:
Consistently uses systems to control integrity of VBA systems.  Consistently elicits and acts on suggestions from staff to improve internal controls.  Develops plans and recommendations to ensure organization is accountable for results.


TaskDescription:
Demonstrates broad understanding of financial management and resource allocation.

TaskStandards:
Track expenditures to guarantee agreement with projected targets.  Methodically and effectively review contracts and provide feedback.  Adept at identifying current and emerging financial needs.


