Director of Corporate Services
Også kendt som: Business Operations Director · Director of Business Support
Directs the support functions of a public or non profit organisation, from finance and human resources to information technology and housing, and manages the multi year budget.
The director of corporate services sits on the board of a municipality, care institution or education organisation and delivers the internal services on which the primary departments rely. Unlike a managing director, this role does not own the primary process but does own its preconditions and their lawfulness. Candidates are often selected on financial technique, while the political and administrative arena and dividing shrinking budgets across departments are the hardest parts.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Decisiveness Kompetence (50-rammeværk): Decision-making ability Knockout | N5 | Big Fifty, 360 Feedback | Situational Judgement Test | Decides on irreversible matters with major consequences, records the trade off and sets which decisions others may take themselves. |
| integrity and dependability Kompetence (50-rammeværk): Integrity Knockout | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| Developing vision Kompetence (50-rammeværk): Vision Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Formulates a multi-year vision for the whole organisation, underpins it with scenarios and uses it as a test for investments. |
| Persuasiveness Kompetence (50-rammeværk): Persuasiveness | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Wins board and external parties over to a far reaching change of course and sustains that support when resistance increases. |
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N5 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage. |
| Taking difficult personnel decisions Kompetence (50-rammeværk): Decision-making ability | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Decides on far reaching reorganisation and dismissal cases, weighs legal and human consequences and accounts for the choice to board and works council. |
| Stress tolerance Kompetence (50-rammeværk): Stress resilience | N5 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps the organisation workable in crises, takes decisions under high uncertainty and sets the standard for composed action under pressure. |
| Dealing with ambiguity Kompetence (50-rammeværk): Flexibility | N5 | Big Fifty, Mental Resilience (4C), Competency Check | Situational Judgement Test | Sets direction under high uncertainty, makes the remaining uncertainty explicit and keeps the organisation moving until a decision can be taken. |
| Entrepreneurship Kompetence (50-rammeværk): Entrepreneurship | N2 | Big Fifty, Competency Check, Career Interest, 360 Feedback | Assessment centre | Puts forward an own idea for better or new work in the team meeting and asks for a response. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| G | Decisiveness | N5 | 5 | ja | Situational Judgement Test |
| V | Stakeholder management | N5 | 5 | nej | Assessment centre |
| G | integrity and dependability | N5 | 5 | ja | Personality questionnaire |
| G | Developing vision | N5 | 5 | ja | Assessment centre |
| V | Strategic thinking | N5 | 5 | ja | Assessment centre |
| V | Budget and financial accountability | N5 | 5 | nej | Knowledge test |
| V | Budgeting and cost control | N5 | 5 | nej | Work sample test |
| K | Reading and interpreting financial reports | N5 | 5 | ja | Knowledge test |
| V | Risk assessment | N5 | 4 | nej | Work sample test |
| G | Persuasiveness | N5 | 4 | nej | Assessment centre |
Se alle 25 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
Structured interview
Behavioral interview with a fixed structure
Portfolio
Evaluation of prior work against fixed criteria
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Big Fifty (Integrity Scale)
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
15PF
Personality Profile, a shorter alternative to the Big Fifty
Career Orientations
Career Anchors and Work Values
Development Review
Structured development interview
Career Interest
Career interests, aligned with the RIASEC framework
Sammenlignelige stillinger
25 kompetencer i profilen · lead
Statutory Director26 kompetencer i profilen · lead
Chief Executive Officer26 kompetencer i profilen · lead
Chief Operating Officer27 kompetencer i profilen · lead
Branch Director25 kompetencer i profilen · lead
Division Director26 kompetencer i profilen · lead
Business Unit Manager25 kompetencer i profilen · lead
Owner Manager26 kompetencer i profilen · lead