IOM

Competency Framework
Values and competencies February 2023
Table of contents
Introduction ............................................................................................................... 4

Values and competencies ......................................................................................... 5

Job bands .....................................................................................................................6
IOM Competency Framework in a nutshell ...........................................................7

Values ...........................................................................................................................8
Inclusion and respect for diversity ..................................................................................................................9
Integrity and transparency ................................................................................................................................10
Professionalism .......................................................................................................................................................11
Courage ......................................................................................................................................................................12
Empathy ......................................................................................................................................................................13

Core competencies ..................................................................................................14

Teamwork .................................................................................................................................................................15
Delivering results ...................................................................................................................................................16
Managing and sharing knowledge ................................................................................................................17
Accountability ..........................................................................................................................................................18
Communication .....................................................................................................................................................19

Managerial competencies ........................................................................................20

Leadership .................................................................................................................................................................21
Empowering others .............................................................................................................................................22
Building trust ............................................................................................................................................................23
Strategic thinking and vision ............................................................................................................................24
Humility .......................................................................................................................................................................25
 Introduction
The IOM Competency Framework defines the specific values, skills, attributes
and behaviours that are relevant to all staff, and represents the way we work or
aspire to work at IOM. It is expressed in terms of values and competencies. Values are
principles that influence people’s actions and the choices they make. Competencies
describe behaviours that are expected to be displayed by staff members based on job
grade and type of role: staff member; supervisor; or manager.

The framework is embedded in the Performance Management and Learning and

Development processes for the Organization. It is also the basis of the Recruitment and
Selection process. Competency based interviews assess candidates against the values and
behaviours that are important at IOM. This helps to ensure that selected candidates fit
well with the IOM culture and the way that we work.

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Values and competencies
The IOM Competency Framework consists of three main elements:

Values
Values are the shared principles and beliefs that underpin the
work of the Organization and guide the actions and behaviours
of staff members. They are mandatory for everyone and should
be upheld by all staff.

The IOM values are: Inclusion and respect for diversity; Integrity and transparency;
Professionalism; Courage; and Empathy.

Core competencies
Core competencies are the skills, attributes and behaviours which
are considered critical and define success for all staff members,
regardless of their function or level. The core competencies are
mandatory for everyone. Specific behaviours for each competency
are defined under three job bands.

The IOM core competencies are: Teamwork; Delivering results; Managing and sharing
knowledge; Accountability; and Communication

Managerial competencies
Managerial competencies are the skills, attributes, and behaviours
tailored for staff members with managerial responsibilities. They
are mandatory for all staff members who have direct reports.
Specific behaviours for each competency are defined under two
job bands.

The IOM managerial competencies are: Leadership; Empowering others; Building trust;
Strategic thinking and vision; and Humility

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 Job bands
Job bands are levelled based on complexity and group several grades together under one band.
Levelling core and managerial competencies according to job bands enables greater consistency
and accuracy in the assessment of staff performance. Levelled competencies have indicators
specific to each job band, whilst indicators for values are the same for everyone.

All staff members are expected to demonstrate the indicators applicable to their
band, as well as those for the band below. High performers are staff members who
also demonstrate the defined indicators for the band above. The competencies and the
corresponding indicators are as follows:

Band 1 Band 2 Band 3

G1-G5 G6-G7 -
- NOA-NOC NOD
- P1-P3 P4 and above
Values
Non-levelled

Core Level 1 Level 2 Level 3

competencies
Managerial Level 2* Level 2* Level 3
competencies

* Only applicable to staff members who have direct reports

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 IOM Competency Framework in a nutshell
CORE MANAGERIAL
VALUES
COMPETENCIES COMPETENCIES

Inclusion and respect for diversity Teamwork Leadership

Respects and promotes individual and Develops and promotes effective Provides a clear sense of direction, leads
cultural differences. Encourages diversity collaboration within and across units to by example and demonstrates the ability
and inclusion. achieve shared goals and optimize results. to carry out the Organization’s vision.
Delivering results Assists others to realize and develop their
Integrity and transparency
Produces and delivers quality results in leadership and professional potential.
Maintains high ethical standards and acts
in a manner consistent with organizational a service-oriented and timely manner. Empowering others
principles/rules and standards of conduct. Is action oriented and committed to Creates an enabling environment where
achieving agreed outcomes. staff can contribute their best and develop
Professionalism their potential.
Demonstrates ability to work in a Managing and sharing knowledge
composed, competent and committed Continuously seeks to learn, share Building trust
manner and exercises careful judgment in knowledge and innovate. Promotes shared values and creates an
meeting day-to-day challenges. Accountability atmosphere of trust and honesty.
Takes ownership for achieving the Strategic thinking and vision
Courage
Organization’s priorities and assumes Works strategically to realize the
Demonstrates willingness to take a stand
responsibility for own actions and Organization’s goals and communicates a
on issues of importance.
delegated work. clear strategic direction.
Empathy
Communication Humility
Shows compassion for others, makes
Encourages and contributes to clear and Leads with humility and shows openness
people feel safe, respected and fairly
open communication. Explains complex to acknowledging own shortcomings.
treated.
matters in an informative, inspiring and
motivational way.
Values
• Inclusion and respect for diversity
• Integrity and transparency
• Professionalism
• Courage
• Empathy
Values

Inclusion and respect for diversity

Respects and promotes individual and cultural differences. Encourages diversity
and inclusion.

• Celebrates diversity in all its forms. • Promotes the benefits of diversity; values
diverse points of view and demonstrates this
• Shows respect and sensitivity towards in daily work and decision making.
gender, culture, race and ethnicity, religion,
sexual orientation, political conviction and • Proactively addresses any prejudice, biases
other differences. and intolerance in the workplace.

• Encourages the inclusion of all team • Actively contributes to creating and

members and stakeholders while maintaining a safe, harmonious, and
demonstrating the ability to work respectful working environment free from
constructively with people from different all forms of discrimination, harassment,
backgrounds and orientations. (including sexual harassment) and abuse of
authority.

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 Values

Integrity and transparency

Maintains high ethical standards and acts in a manner consistent with
organizational principles/rules and standards of conduct.

• Upholds and promotes the United • Maintains impartiality and takes prompt
Nations Charter, IOM’s Standards of action in cases of unprofessional or unethical
Conduct and Unified Staff Regulations behaviour.
and Rules.
• Does not abuse one’s position and acts
• Delivers on commitments; manages the without consideration of personal gain.
Organization’s resources honestly, reliably Is motivated by professional rather than
and sustainably. personal concerns.

• Embraces and encourages transparency, • Respects the principle of independence and

balancing this with the need for discretion neither seeks, nor accepts, instructions from
and confidentiality as appropriate. Member States.

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Values

Professionalism
Demonstrates ability to work in a composed, competent and committed
manner and exercises careful judgment in meeting day-to-day challenges.

• Demonstrates professional competence, • Shows self-control and persistence when

mastery of subject matter and a faced with difficult problems; remains calm in
willingness to improve knowledge and stressful situations.
skills.
• Is conscientious and efficient in meeting
• Seeks to raise professional standards in commitments, observing deadlines and
oneself and others through daily work achieving results.
and activities.
• Has a commitment to professional
• Is cognisant that taking certain courses of development.
action may threaten the reputation of the
Organization.

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 Values

Courage
Demonstrates willingness to take a stand on issues of importance.

• Does the right thing, even in particularly • Is prepared to take calculated risks to
challenging and difficult situations. achieve the objectives of the Organization.

• Shows resilience and respect in the face • Willing to speak up to protect others when
of adversity. misconduct or wrongdoing occurs.

• Is decisive and versatile when faced with • Is able to provide honest and constructive
uncertainty and adapts quickly to change. feedback to peers, direct reports or a
supervisor.

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Values

Empathy
Shows compassion for others, makes people feel safe, respected and fairly
treated.

• Is able to stand in another person’s shoes • Is fully present when working with others,
and consider a situation from another actively listening and engaging.
perspective, even if one doesn’t agree
with it. • Encourages collaboration through a
willingness to consider multiple perspectives
• Supports and relates to others; actively and opinions.
seeks to emotionally understand what
other people may be feeling.

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Core competencies
• Teamwork
• Delivering results
• Managing and sharing knowledge
• Accountability
• Communication
Core competencies
Teamwork
Develops and promotes effective collaboration within and across units to
achieve shared goals and optimize results.

• Establishes strong relationships with colleagues and partners; relates well to

people at all levels.
• Is fully aware of the team purpose, respects and understands individual and
LEVEL 1

collective responsibilities.
• Willingly puts in extra effort without being asked and adopts a hands-on
approach whenever necessary to achieve team objectives.
• Coordinates own work with that of the team to meet agreed priorities and
deadlines.

• Fosters a sense of team spirit by developing a shared understanding,

accountability and enthusiasm for the team’s work.
• Displays a high level of cultural awareness, sensitivity to different ways of
LEVEL 2

working and leverages individual strengths in order to build a better team.

• Shares credit for team accomplishments and ensures that the contribution
of others is recognized.
• Helps create a positive team spirit, putting aside personal considerations to
help the team achieve its goals.

• Advocates for collaboration across the Organization and creates

collaborative systems and integrated processes to achieve organizational
goals.
• Builds consensus for task purpose and direction with colleagues at all levels.
LEVEL 3

• Monitors and evaluates the effectiveness of partnerships and takes action

to enhance their effectiveness.
• Identifies and breaks down barriers to cooperation within teams, and
between teams, units, sections, divisions, and organizations.
• Creates a culture of recognition in their teams.

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 Core competencies
Delivering results
Produces and delivers quality results in a service-oriented and timely manner. Is
action oriented and committed to achieving agreed outcomes.

• Produces quality results and provides quality services to Member States,

donors, beneficiaries, and counterparts (clients).
• Meets goals and timelines for delivery of products or services.
LEVEL 1

• Manages time and resources efficiently, monitoring progress and making

adjustments as necessary.
• Shows understanding of own role and responsibilities in relation to
expected results.

• Produces high-quality results and workable solutions that meet clients’

needs.
• Anticipates constraints, identifies solutions and takes responsibility for
addressing critical situations.
LEVEL 2

• Monitors own and others’ work in a systematic and effective way, ensuring
required resources and outputs.
• Aligns projects with the Organization’s mission and objectives and
demonstrates a good understanding of the impact of team’s and own work
on external and internal counterparts.

• Challenges self and supports the team delivering high quality results, in line
with organizational goals.
• Leads and facilitates work planning, alerting those involved of potential
obstacles and helping to identify suitable alternative options as needed.
• Persuades management to undertake new projects and services that
LEVEL 3

benefit internal and external clients; uses performance standards to monitor

projects.
• Tailors organizational targets to meet changing demands in the external
environment.
• Leverages innovation to improve organizational results.
• Looks to collaborate with other UN entities to foster greater efficiencies.

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Core competencies
Managing and sharing knowledge
Continuously seeks to learn, share knowledge and innovate.

• Keeps abreast of new developments in own field of competence and

creates opportunities for knowledge management initiatives.
• Shares knowledge and learning willingly, and proactively seeks to learn from
LEVEL 1

the experiences of others.

• Puts new learning into practice and draws on diverse sources of ideas and
inspiration.
• Contributes to the identification of improvements to work processes and
assists in implementing them.

• Disseminates and shares knowledge openly and actively contributes to

knowledge/network communities for topics relevant to area of expertise.
• Encourages knowledge-sharing across units/departments and ensures that
LEVEL 2

knowledge is captured, recorded and disseminated appropriately.

• Builds networks for the effective communication and exchange of
knowledge and ideas and puts others into contact with various sources of
knowledge.
• Contributes to an environment that is conducive to innovation and learning.

• Promotes the development and use of organization-wide knowledge

sharing systems that capture all relevant information from sources inside
and outside of the Organization.
• Leads in defining and prioritizing the Organization’s knowledge needs.
LEVEL 3

• Establishes and fosters a culture that encourages change, innovation and

continuous learning.
• Encourages and supports others to be innovative and actively generates
new perspectives on own and team’s work.
• Values and promotes building and sharing knowledge at the inter-agency
level.

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 Core competencies
Accountability
Takes ownership for achieving the Organization’s priorities and assumes
responsibility for own actions and delegated work.

• Accepts personal responsibility for quality and timeliness of work.

• Takes ownership of all responsibilities within own role and honours
commitments to others and to the Organization.
LEVEL 1

• Operates in compliance with organizational regulations and rules.

• Accepts and gives constructive criticism; acknowledges and corrects
mistakes and applies lessons learned for improvement.

• Proactively seeks responsibility in delivering towards the goals of the

Organization.
• Plans and organizes work with a clear and deliberate focus, ensuring
LEVEL 2

commitments are easily identified and progress is widely communicated.

• Stands by the actions of team or department, publicly accepting ownership.
• Takes responsibility of own shortcomings and those of the work unit, where
applicable.

• Demonstrates individual responsibility for defining and delivering on the

Organization’s priorities.
• Delegates authority to match responsibilities, and holds staff accountable for
agreed-upon commitments.
LEVEL 3

• Consistently assumes accountability for Divisional or Departmental actions

by explaining successes, failures, and proposing remedial actions.
• Invests significant time in creating a culture of accountability and
responsibility by using experience and advice to guide others.

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Core competencies
Communication
Encourages and contributes to clear and open communication. Explains
complex matters in an informative, inspiring and motivational way.

• Presents information using language and a sequence of ideas that is easy for
recipients to understand.
• Adapts communication to the recipient’s needs, asks questions to clarify, and
LEVEL 1

exhibits interest in having two-way communication.

• Encourages others to share their views, using active listening to
demonstrate openness and to build understanding of different perspectives.
• Listens carefully and genuinely to the views and positions of others; acts on
received information.

• Speaks and writes clearly and effectively.

• Seeks to share information with others, with due respect for diversity and
the confidentiality of specific sensitive information.
LEVEL 2

• Listens and seeks to understand without bias, and responds appropriately.

• Shares information and keeps others up to date; actively seeks others’ views
and ideas and respects their contribution.
• Tailors communication style to suit audience.

• Clearly and simply communicates the IOM mandate; seeks opportunities to

represent the Organization externally to promote its mandate.
• Communicates confidently, commands attention and respect when
speaking, and projects credibility.
• Influences others and negotiates effectively through a persuasive, flexible
LEVEL 3

approach.
• Keeps staff informed of decisions and directives of senior management
and communicates them in a manner that ensures understanding and
acceptance.
• Takes every opportunity to positively brand IOM to internal and external
stakeholders.

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Managerial
competencies
• Leadership
• Empowering others
• Building trust
• Strategic thinking and vision
• Humility
Managerial competencies
Leadership
Provides a clear sense of direction, leads by example and demonstrates the
ability to carry out the Organization’s vision. Assists others to realize and
develop their leadership and professional potential.

• Assigns responsibilities fairly; manages performance, taking account of

individual strengths, workloads and interests.
• Is inclusive in decision-making and actively seeks feedback from
team members and colleagues in order to identify opportunities for
LEVEL 2

improvement.
• Takes sound and timely managerial decisions that are consistent with
the Organization’s vision and purpose.
• Establishes and maintains relationships with a broad range of
stakeholders to understand needs and gain support.

• Proactively develops strategies to accomplish objectives and

empowers others to translate vision into results.
• Provides clear vision, direction and purpose and charts a clear course
to achievement.
LEVEL 3

• Does not accept the status quo; drives for improvement and change,
inspiring others to embrace it.
• Builds positive influence across the wider organization and strategic
relationships with external stakeholders.
• Models the behaviours and values articulated by the Organization.

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 Managerial competencies
Empowering others
Creates an enabling environment where staff can contribute their best and
develop their potential.

• Delegates appropriately to make the most of others’ talents, clarifying

expectations and allowing autonomy in important areas while
providing necessary support.
LEVEL 2

• Encourages others to take responsibility for their performance;

promotes ownership, responsibility and accountability for desired
results at all levels.
• Gives proper credit to others, shows appreciation and rewards
achievement and effort.

• Encourages individuals to take initiative and responsibility for putting

new ideas/activities into practice and making them work.
• Supports teams to succeed, devoting dedicated time to empowering
people through coaching and mentoring and sharing expertise/
LEVEL 3

knowledge.
• Inspires enthusiasm and a positive attitude in people towards their
work and contribution to the Organization’s success.
• Promotes autonomy and empowerment throughout the Organization.

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Managerial competencies
Building trust
Promotes shared values and creates an atmosphere of trust and honesty.

• Creates an atmosphere of trust and confidence in which others can

talk and act without fear of repercussion.
LEVEL 2

• Ensures fair and equitable access to flexible working opportunities.

• Remains authentic and approachable in difficult situations.

• Seeks to actively create safe spaces for staff to speak up without fear
of repercussion.
• Promotes an organizational culture of effective flexible work.
LEVEL 3

• Creates a culture of recognition in their teams.

• Builds trust with inter-agency partners, beneficiaries and other
stakeholders.
• Closely cooperates with democratically elected staff representatives.

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 Managerial competencies
Strategic thinking and vision
Works strategically to realize the Organization’s goals and communicates a
clear strategic direction.

• Aligns own actions to the Organization’s vision, values and mandate.

• Translates strategic direction into short and medium-term plans
and objectives for own team; revises objectives to reflect changes in
organizational goals.
LEVEL 2

• Identifies key issues/priorities in complex situations and how they may

be related to one another.
• Clearly communicates links between the Organization’s strategy and
the work unit’s goals.

• Always works with an orientation to the future, encouraging others

to consider the Organization’s medium and long-term strategy when
setting departmental objectives.
• Steps back from operational issues to focus on a long-term direction
for the area of responsibility.
LEVEL 3

• Identifies strategic issues and risks that may impede the delivery of the
Organization’s strategic objectives and addresses concerns in a timely
manner to gain buy-in from stakeholders.
• Generates and communicates broad and compelling organizational
direction inspiring others to pursue that same direction.
• Creates a transformative culture that adapts to changing business and
political environments.

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Managerial competencies
Humility
Leads with humility and shows openness to acknowledging own shortcomings.

• Shows a high level of self-awareness, admitting own weaknesses and

shortcomings.
LEVEL 2

• Demonstrates openness to constructive feedback and receives it

without retaliating or becoming defensive.
• Leads with compassion.

• Promotes a culture of self-reflection at all levels of the Organization.

• Leads by example in conduct, ensures others understand their role
in creating a safe, harmonious, and respectful working environment,
encourages those with issues to speak up, and responds quickly and
LEVEL 3

effectively to inappropriate or abusive conduct.

• Acts as a role model in demonstrating and advocating for ethical
behaviours and conduct.
• Demonstrates an understanding of cultural and personality traits and
an awareness of how this has an impact on others in their team.

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