United NationsManagerial Competency

Managing Performance — compétence UN

Setting clear expectations, monitoring progress, giving regular feedback, and addressing performance fairly and promptly.

What this competency means

Managing performance covers delegating clearly, making sure roles and expectations are understood, monitoring progress against milestones, holding regular discussions on performance, appraising performance fairly, and addressing shortcomings and development needs in a timely way.

D'après le UN Competency Framework

Indicateurs comportementaux

Delegates the appropriate responsibility, accountability and decision-making authority
Makes sure that roles, responsibilities and reporting lines are clear to each staff member
Accurately judges the amount of time and resources needed to accomplish a task and matches task to skills
Monitors progress against milestones and deadlines
Regularly discusses performance and provides feedback and coaching to staff
Encourages risk-taking and supports creativity and initiative
Actively supports the development and career aspirations of staff
Appraises performance fairly

Notre interprétation pour la préparation aux entretiens

Comportements qui affaiblissent une réponse

Saves feedback for the annual appraisal
Avoids difficult performance conversations
Judges performance on effort rather than agreed results

Conseils d'entretien PanelPrep

Ce qu'un bon exemple peut démontrer

Candidates preparing for competency-based interviews can use this competency to think about a performance conversation that was hard to have. A strong behavioural example would demonstrate how expectations had been set, how the conversation was conducted, and what measurable change followed.

Conseils d'entretien PanelPrep

Comment préparer les questions sur cette compétence

Panels typically ask about giving difficult feedback, turning around a struggling performer, or setting objectives for a team.

Préparation STAR

Situation — posez le contexte en deux phrases : où, quand, avec qui.
Tâche — précisez ce dont vous étiez personnellement responsable, et non ce dont l'équipe l'était.
Action — consacrez-y l'essentiel de la réponse, à la première personne, en illustrant les indicateurs ci-dessus.
Résultat — chiffrez le résultat et ajoutez ce que vous en avez appris ou changé ensuite.

Conseils d'entretien PanelPrep

Questions d'entretien fréquentes

Exemples de formulations rédigés par PanelPrep pour vous entraîner. Ils ne sont ni publiés ni approuvés par UN.

Tell us about a difficult performance conversation you managed.
Describe how you set and monitored objectives for your team.
Give an example of how you turned around a struggling performer.

Conseils d'entretien PanelPrep

Erreurs fréquentes

Describing procedure rather than the conversation
Feedback given only once, with no follow-up
No measurable outcome for the individual or the unit

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Source et attribution

Le nom de la compétence, sa catégorie et les concepts comportementaux de cette page s'appuient sur United Nations, "UN Competency Development – A Practical Guide". Les synthèses, conseils d'entretien, questions types et recommandations de préparation sont des contenus originaux PanelPrep.

Version du référentiel: UN Competency Development – A Practical Guide. Date de la source: 2010-01-01. Dernière vérification: 2026-08-09.

PanelPrep est un service indépendant de préparation aux entretiens. Ce n'est pas un site officiel de UN et il n'est ni approuvé par UN ni affilié à UN.