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24 Pre-Work: Determine What Information Currently Exists about the Role â¢ Examples of organizational charts involving this position (this information will illustrate the span of control, re- porting relationships, and may yield some insight into decisionmaking); â¢ Copy of any existing job descriptions for the target job(s); â¢ Policies and procedures manuals (including training man- uals, etc.); â¢ Performance evaluations/multi-rater feedback; Potential Competency Modeling Questions â¢ What kinds of knowledge, skills, abilities, or personal char- acteristics (i.e., competencies) are required to perform the job? (Identify three to five key or primary, several sec- ondary.) Specifically, what kinds of leadership skills are required? â¢ What are the recurring or inescapable challenges and diffi- culties associated with this position? â¢ What activities or behaviors differentiate a top performer in this position from a marginal or poor performer (i.e., what does âsuccessâ mean in this role/position)? â¢ Beyond the formally defined reporting relationships, what is the nature of the interactions between this position and other positions (i.e., with whom are there close working re- lationships)? To what extent, and how, does someone in the target job get work done through others? â¢ How does the target job contribute to, and fit in with, busi- ness goals and plans? â¢ What key future challenges do you anticipate for this position? A P P E N D I X B Competency Modeling Worksheet