PERSON SPECIFICATION
Key Behaviours The Council has developed a framework to help its employees be clear about what type of behaviour is expected of them in a particular role. This is known as the Performance Development Framework, and identifies in total 13 key behaviours that have been grouped into four clusters. These four clusters are reasoning, engagement, achievement and leadership (REAL). All roles at Kensington and Chelsea have been profiled against the 13 key behaviours, and whilst all behaviours are important typically six to eight have been identified as critical to a particular role. Below are the key behaviours that have been identified critical to this particular role, with examples of good practice associated with that behaviour. If you are an applicant applying for a vacancy, you should aim to give examples of how you have positively exhibited each of these behaviours in the past, but you do not need to address every example/indicator. Please keep your responses concise.
Behaviouirs - Reasoning Cluster Planning and Prioritising Managing time, resources and competing priorities in a structured, effective way The following examples are indicators of effective behaviour: • Balances risks, contingencies and overlapping agendas when business planning • Attaches clear measures and outcomes to plans • Clearly involves and engages key stakeholders and wider team in planning • Puts performance tracking systems in place to monitor progress • Ensures clear milestones are acknowledged within longer-term plans
Essential
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