Competency: Managing the Employee Lifecycle

Competency Definition: The ability to design, manage, and improve systems that guide how employees are hired, developed, retained, and offboarded.

Abbreviation in Louisiana Jobs: MEL - 26

• Lacks understanding of how to use competencies to support hiring, development, or offboarding decisions
• Struggles to demonstrate the fundamentals of the recruiting and hiring processes
• Fails to orient or support new hires, leading to confusion and disengagement
• Does not engage in meaningful development planning or offer opportunities for growth
• Does not complete required performance documentation on time
• Does not identify potential successors or plan for continuity in key roles
• Does not manage offboarding or misses opportunities to gather feedback or transfer knowledge

• Applies competencies to align hiring, development, and performance processes
• Follows hiring steps; writes engaging job postings and participates in structured interviews
• Welcomes and supports new hires with onboarding plans and resources aligned to the team’s mission and culture
• Creates employee development plans and supports career growth through mentoring and targeted training initiatives
• Manages documentation of performance to ensure compliance with State Civil Service (SCS) rules
• Identifies critical roles and prepares successors through targeted development
• Facilitates offboarding processes that support knowledge transfer and team continuity, and uses feedback to improve onboarding, retention, or workplace culture

• Integrates competencies across the full employee lifecycle to support long-term growth and organizational goals
• Manages the hiring process by conducting structured interviews and using data-driven methods to evaluate candidates
• Designs onboarding experiences that accelerate learning, clarify expectations, and build early connection to the mission
• Leads the creation of a comprehensive employee development strategy, fostering a culture of continuous learning
• Integrates performance documentation into a broader performance management approach, using the process to promote employee ownership, accountability, and long-term development
• Executes a succession planning strategy that strengthens leadership continuity and builds long-term organizational capacity
• Designs and improves offboarding systems that capture institutional knowledge, track exit trends, and strengthen the employee experience across the lifecycle