Behavioural attributes are a way of describing a range of individual characteristics that can be measured and used to identify and support expected behaviour at varying grades of experience and responsibility in the workplace. ‘Positive indicators’ are used to give examples of what may be expected.
Using the Cambridge Behavioural Attributes
The Behavioural Attributes Framework (BAF) is often used as a tool to support individual professional development and career progression. The behavioural attribute grid can be used to establish the level of each attribute which is suggested as being relevant to different grades. This can be found in the Career Development section of the Personal and Professional Development web pages. They are best used in discussion with your line manager as part of your regular Staff Review and Development cycle; however they can also be used at any time by an individual for their own development planning.
The Framework may also be used to support fair recruitment (including selection criteria, when short-listing and during interviews) and to support effective performance by clarifying standards and expectations of behaviour.
The Behavioural Attributes Framework guidance can be found on the HR website:
Here are some further thoughts for IT Professionals:
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The 80% ‘rule of thumb’ is a useful one. If you can evidence that you regularly demonstrate 80% of the indicators at a given level of an attribute, you are probably functioning effectively at that level.
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Don’t try and make them do a job they were not intended for. They were not designed to cover your technical skills, but rather the behaviours that will make you effective in the University. You are better off describing your technical skills using SFIA.
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Don’t underestimate their importance. Often our impact or success will depend on how well we combine our technical skills with the appropriate behavioural attributes. Invest time and effort in them as part of your development planning activity.