G Behavioural competence HF-D3.4-003 transversal 8 skills
integrity and dependability
Acting in line with applicable standards and agreements, also without supervision, and being transparent about own interests, mistakes and doubtful cases.
How hrmforce measures this
- Assessment method
- Personality questionnaire · rho 0.40 (SD 0.15)
- hrmforce instrument
- Big Fifty (Integrity Scale), 360 Feedback, Structured interview
- Competency (50-framework)
- Integrity
- Trainability
- low
- Demand outlook 2026 to 2030
- stable
Self-report of behavioural preferences. At hrmforce the Big Fifty and the 15PF.
This is a selection criterion, not a short-term development goal. Do not put a three-month development plan on it.
Behavioural anchors
| Level | Behaviour at this level |
|---|---|
| N1 Guided | Keeps to agreements and rules of conduct made and reports an own mistake to the manager. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Reports a possible conflict of interest on own initiative and asks for review before a decision is taken. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 and N4 are deliberately not anchored. Raters place them between the anchors, following the O*NET convention.
Underlying skills
These skills inherit the assessment route and the behavioural anchors of this construct.
| T | Skill | Definition | Demand outlook 2026 to 2030 |
|---|---|---|---|
| G | Keeping commitments without supervision Dependability | Carrying out commitments as agreed, also when nobody checks the work. | stable |
| G | Reporting a mistake to the manager Error disclosure | Reporting an own mistake unprompted, with its consequences and a proposal for putting it right. | rising |
| G | Disclosing a conflict of interest Conflict of interest | Reporting that a private or business interest may affect own role in a decision. | stable |
| G | Safeguarding confidential information Confidentiality | Handling documents, files and conversations so that only authorised people gain access to them. | rising |
| G | Acting in line with the code of conduct Code of conduct | Applying the organisation's conduct rules in daily choices about gifts, statements and interaction. | stable |
| V | Reporting wrongdoing Whistleblowing | Reporting a suspicion of wrongdoing via the established route and recording the report in writing. | stable |
| G | Disclosing outside activities Disclosure of outside work | Reporting paid or unpaid activities outside the job in good time to the designated person. | stable |
| G | Putting a doubtful case to a colleague Seeking guidance | Putting the situation to a colleague or confidential adviser when in doubt about what is permissible. | rising |