DDI Competency Frameworks & Job Models Flashcards

Which of the following best describes DDI's STAR behavioral interview format?

Answer: Situation, Task, Action, Result

DDI's STAR format structures behavioral interview responses around Situation, Task, Action, and Result to elicit complete behavioral evidence.

When DDI designs a competency-based assessment center, what is the primary goal of multiple simulation exercises?

Answer: To assess different competencies across varied, realistic job scenarios

Multiple simulation exercises in a DDI assessment center are designed to measure different competencies across realistic job scenarios for comprehensive evaluation.

In DDI's competency model, 'Driving for Results' is classified under which competency cluster?

Answer: Execution cluster

DDI classifies 'Driving for Results' under the Execution cluster, which encompasses competencies related to delivering outcomes and meeting goals.

What role does a 'behavioral indicator' play within a DDI competency definition?

Answer: It provides observable, measurable actions that demonstrate the competency

Behavioral indicators are observable, measurable actions that serve as evidence a person is demonstrating a specific competency.

How does DDI differentiate a 'job model' from a 'competency library'?

Answer: A job model is the curated set of competencies for a specific role; a library is the complete catalog of all available competencies

A DDI competency library contains all available competencies across the organization, while a job model is the tailored subset selected for a specific role.

Which DDI principle ensures that competency assessments remain legally defensible in U.S. hiring decisions?

Answer: Linking competencies to a validated job analysis tied to essential job functions

Legal defensibility in U.S. hiring requires linking assessments to competencies validated through a job analysis that identifies essential functions, consistent with EEOC guidelines.