Viper Behaviours.

Viper Behaviours, Proficiency Scale and Competency Framework

Across Viper, we feel it is important for everyone to appreciate what is expected of them and how each role should perform against each of Viper’s Behaviours. This process aids in the self-evaluation of employees against set criteria within their roles.

Employees can establish their performance against the ideal and discuss this with their line manager as part of the performance management process.

If the employee exceeds a proficiency tier, this will give the line manager an opportunity to celebrate the employee’s contribution and hard work. Equally, if an employee struggles in an area, the line manager can identify ways to support them to aid improvement.

Viper has four key behaviours, each incorporating six competency areas, which are: Think Things Through, Get Things Done, Try New Things and Support ‘Team First.’

Explore the Viper Behaviours

Think Things Through.

‘think’ Verb (Reason)

‘To use the brain to plan something, solve a problem, understand a situation.’

Get Things Done.

‘do’ Verb (Perform)

‘To take action to deal with something.’

Try New Things.

‘try’ Verb (Test)

‘To test something to see if it is suitable or useful or if it works.’

Support ‘Team First’.

‘support’ Verb (Encourage)

‘To agree with and give encouragement to someone or something because you want him, her, or it to succeed.’

Each of these behaviours is classified by 5 proficiency tiers, which represent a minimum standard of behaviour expected from an employee at that level. Tiers are assigned to roles based on a benchmark of behaviours that are expected from a role in accordance with factors such as level of responsibility, experience required for the role, etc.

The proficiency scale is an instrument used to measure someone’s ability to demonstrate competency on the job. The scale captures a wide range of ability levels and organizes them into five tiers, from ‘Fundamental Awareness’ to ‘Expert’.  The proficiency scale is used in combination with the Competency Framework for each role.  This scale serves as the guide to understanding the expected proficiency tier of top performers at each role tier.

Within Viper, each role has been allocated to a level within the business, and this has been mapped against the following tiers on the proficiency scale to indicate the minimum expected for that role.

Proficiency Scale.

Below is an outline of the proficiency scale used within Viper.  The expected proficiency tier for each role within Viper can be found on the job description for that role.

  • Not required to apply or demonstrate this competency.
  • This competency is not applicable to the position.

Tier 1- Fundamental Awareness (Basic Knowledge)

Role Level: Student/ Apprentice

  • Common knowledge or an understanding of basic techniques and concepts.
  • Focus on learning.

Tier 2- Novice (Limited Experience)

Role Level: Junior/Graduate 

  • Level of experience gained in a classroom and/or experimental scenarios or as a trainee on-the-job. You are expected to need help when performing this skill.
  • Focus on developing through on-the-job experience.
  • Understands and can discuss terminology, concepts, principles and issues related to this competency.
  • Utilises the full range of reference and resource materials in this competency.

Tier 3- Intermidiate (Practical Application) 

Role Level: Intermidiate 

  • Able to successfully complete tasks in this competency as requested. Help from an expert may be required from time to time, but you can usually perform the skill independently.
  • The focus is on applying and enhancing knowledge or skill.
  • Applies this competency to situations occasionally while needing minimal guidance to perform successfully.
  • Understands and can discuss the application and implications of changes to processes, policies, and procedures in this area.

Tier 4- Advanced (Applied Theory)

Role Level: Senior

  • Can perform the actions associated with this skill without assistance. You are certainly recognized within your immediate organization as “a person to ask” when difficult questions arise regarding this skill.
  • The focus is on broad organizational/professional issues.
  • Consistently provides practical/relevant ideas and perspectives on process or practice improvements which may easily be implemented.
  • Capable of coaching others in the application of this competency by translating complex nuances relating to this competency into easy-to-understand terms.
  • Participates in senior-level discussions regarding this competency.
  • Assists in the development of reference and resource materials in this competency.

Tier 5- Expert (Recognized Authority)

Role Level: SMT/Director

  • You are known as an expert in this area. You can provide guidance, troubleshoot and answer questions related to this area of expertise and the field where the skill is used.
  • Focus is strategic.
  • Demonstrates consistent excellence in applying this competency across multiple projects and/or organizations.
  • Considered the “go-to” person in this area.
  • Creates new applications for and/or leads the development of reference and resource materials for this competency.
  • Able to diagram or explain the relevant process elements and issues in relation to organizational issues and trends in sufficient detail during discussions and presentations to foster a greater understanding among internal and external colleagues and constituents.

Competency Framework.

Think Things Through.

Expected Competencies: Thoughtful & Considered, Owns the Problem, Understands all the information, Trusted to do the right thing, Explains clearly and Willing to be challenged.

  • Requires support/coaching to interpret and evaluate data and information correctly.
  • Needs guidance to own a problem and see it through to end.
  • Demonstrates some ability to explain clearly.
  • Can generally communicate within normal working relationships using listening and questioning.
  • General openness to be challenged and receive feedback.
  • Will think things through and act.
  • Understands the need to always do the right thing, not just the easiest thing.
  • May require support/coaching to interpret and evaluate data and information correctly.
  • Usually owns a problem and sees it through to end.
  • Demonstrates ability to explain & communicate clearly using appropriate methods.
  • Can listen well and has the confidence to logically challenge other views and decisions in order to achieve a better solution.
  • Can provide constructive feedback to others and receive it with equal good grace.
  • Always tries to do the right thing by the business.
  • Collects information, interprets, calculates, evaluates and presents data and understands it.
  • Recognises and defines problems & owns them to the end.
  • communicates clearly and appropriately at the team level & seeks to ensure understanding.
  • Confident in challenging the norm using logic.
  • Gives & receives constructive feedback equally well.
  • Seeks solutions. Empowers team to problem solve.
  • Listens to others and their input, building trust in the team to do the right thing for the business.
  • Assimilates, understands, owns, and supervises others collecting, interpreting & presenting data and information.
  • Recognises and owns team problems and takes responsibility for solving them.
  • Always communicates clearly & appropriately across all levels.
  • Willing to accept new challenges head-on.
  • Always gives & receives constructive feedback.
  • Is solutions focused. Empowers teams to problem solve.
  • Role models trust in the team to do the right thing for the business.
  • Oversees others collecting, interpreting & presenting data and information.
  • Considers problems & impacts at operational and strategic levels before acting.
  • Effective & confident communicator at all levels.
  • Encourages team to challenge decisions and present alternative perspectives.
  • Champions giving & receiving constructive feedback.
  • Ensures an environment exists where problems can be easily identified and individuals are empowered to deliver solutions.
  • Fosters culture of trust to do the right thing for the business.

Get Things Done.

Expected Competencies: Delivers results, Takes the initiative, Accountable, Produces quality work, Right first time, & Tenacious and persistent.

  • Can demonstrate some ability to use initiative to achieve results under supervision.
  • Understands the need to be accountable for their actions and improve work output. Will be honest about any shortcomings.
  • Requires supervision to produce accurate, quality work, right first time. Will always ask if in any doubt about what good looks like.
  • Will show tenacity and stick at tasks until completion, even when they might go awry.
  • Respond to all learning opportunities and demonstrate this as improved performance.
  • Can use initiative to deliver pre-agreed results.
  • Accountable for own work. May have occasional lapses in accuracy and work rate.
  • Some support is required to prioritise workload to meet deadlines and quality standards.
  • Is mostly able to produce high-quality work, which is right the first time.
  • Can show necessary tenacity when under supervision to see through and finish tasks.
  • Able to rectify any highlighted mistakes or learning, showing immediate improvement.
  • Always uses initiative to deliver pre-agreed results.
  • Accountable for work and can go that extra mile if required.
  • Prioritises workload to meet set deadlines and uses resources effectively.
  • Can be relied upon to produce high-quality work with little or no input from above.
  • Works logically to get things right the first time.
  • Rarely needs supervision. Is persistent and tenacious in overcoming obstacles to get results.
  • Recognise own errors and spot mistakes in others’ work.
  • Can offer advice and guidance.
  • Driven to use initiative to achieve own pre-agreed results.
  • Devises plan to overcome constraints/issues.
  • Demonstrates accountability for own and team’s work.
  • Demonstrates an unwavering commitment to high-quality standards and getting things ‘right the first time.’
  • Champions’ culture of getting things done -sticking to tasks to achieve success. Monitors and motivates teams to go the extra mile.
  • Exemplary ability and capacity to identify blocks and issues capability to coach and correct.
  • Takes the lead using initiative to achieve required results for the business.
  • Is fully accountable for the area. Develops strategy at a high level & provides support for getting things done – i.e. delivery of the right-first-time results.
  • A champion for adherence to quality standards, rules and procedures, with the capacity not to follow the rules but to generate new ideas and ways of working “outside” the box.
  • Develops strategies to ensure results are achieved and lessons learnt are incorporated in the future delivery of the objectives.

Try New Things.

Expected Competencies: Curious & inquisitive, Innovative, Willing to try different approaches, Brings solutions not problems, Challenges the status quo & Champions change and improvements.

  • Limited ability to suggest solutions as opposed to problems or opinions to others at work.
  • Needs prompting or encouragement to offer innovative thoughts which challenges the status quo.
  • Shows limited or little professional curiosity in questioning ‘how can we do it better beyond obvious.
  • May be unwilling to change or try something new without prompting or supervision.
  • Some ability to suggest hands-on solutions as opposed to problems to colleagues/team.
  • Shows aptitude and motivation to innovate or try new things, learn new skills and to improve their existing knowledge and operational capacity.
  • Demonstrates basic professional curiosity in questioning ‘how can we do it better.’
  • Shows ability to adopt and adapt to changes with little difficulty.
  • Ability to provide hands-on solutions as opposed to problems and able to describe this to the team.
  • Is technically competent. Aptitude and motivation to innovate, try new things, and improve their existing capacity.
  • Professionally curious, always asks ‘how can we do it better?
  • Can engage self and others to successfully implement changes at work.
  • Maintains energy to seek ways and means for continuous improvement in ways of working.
  • Fosters ability in others to seek solutions and to present to an audience.
  • A lead innovator /technician. Encourages others to innovate.
  • Encourages / supports team to be professionally curious.
  • Able to champion / mentor others through changes.
  • Willingly accept the lead on resolving challenging technical and other issues.
  • Seeks out and implements opportunities for continuous improvement, if not directly, oversee and supervises others in this task.
  • Champion of solutions centred working with all stakeholders.
  • Has the capacity to think ahead and provide support and resources to foster innovation and new ideas.
  • Champions professional curiosity to improve how we work.
  • Leads teams through changes by communicating and supporting them effectively.
  • Actively develops the strategic direction of their business unit to embrace continuous improvement.

Supports ‘Team First’.

Expected Competencies: Supports teammates, Positive impact, Collaborative, Friendly & open, Backs team decisions, and Thinks ‘team first’

  • Shows understanding of the value of teamwork, as opposed to individuals all doing their own thing.
  • Willingly engages in positive, friendly team working when asked.
  • Usually responds well to having to collaborate or support colleagues across the business.
  • Is generally friendly and approachable, even if it makes them feel uncomfortable doing so.
  • Will support team-based decision-making at the expense of their own view.
  • Shows awareness of how team first approach benefits all.
  • Consistently able to work as part of a team and to share workloads.
  • Demonstrates commitment to their team and has an awareness of how their own work and behaviour can impact others.
  • Will respond well to requests for collaboration. Shows some ‘can-do’ to support colleagues across the business.
  • Adopts friendly and approachable behaviour in most situations.
  • Understands the ‘One Team’ approach. Will mostly support team-based decision-making at the expense of their own view.
  • Supports colleagues in delivering individual and team objectives.
  • Takes an active and positive role in team activities. Empathetically confronts interpersonal conflicts or issues head-on.
  • Facilitates collaboration and support working across the team.
  • Is proactive. Encourages others to work together in both friendly and approachable ways.
  • Displays ‘One Team’ attitude. Builds positive relationships within the team.
  • Ensure team-based decisions are clearly communicated and understood.
  • Takes a positive leading role in delivering team objectives.
  • Will confront any issues or conflict between teams Democratic in handling these in an honest way.
  • Coaches team members to seek out opportunities to support and collaborate on projects/work.
  • Displays ‘One Team’ attitude: fosters positive, friendly relationships within and beyond teams.
  • Encourages individual team members to take on cross-functional work. Supportive of collaborative working initiatives.
  • Champions the support team’s first value of high-performing, self-managing, equitable teams.
  • Has a strong ability to coach, present and engage teams to obtain buy-in.
  • Promotes an open, friendly, positive ‘team first’ people development culture.
  • Champions team decision-making over individual agendas.
  • Consistently backs teams’ decisions in public.
  • Displays an excellent ‘One Team’ attitude. Builds positive relationships across teams.
  • Actively seeks to undermine teams engaging in Silo-based behaviour.

Get in touch with us.

If you are interested in joining Viper Innovations, please check out our current vacancies here or drop us an email to

If you have any queries regarding the Viper Behaviours, Proficiency Scale or Competency Framework, please contact