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Published byJulian Harvey Modified over 9 years ago
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What does good look like? October 2013
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Where’s the greatest challenge? OBSERVABLE performance and behaviour indicators Unacceptable, acceptable, exceptional Risk when using competencies – managers don’t make sense of them Competency descriptions never fully relate to actual work/job tasks and so hard to use for improvement
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Subjectivity Norm based assessment Criteria based assessment
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What does good like? Actual performance and behaviour Competences Versus
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What does good like?
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Example Train the trainer observation sheet
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Competency frameworks Usually three or four levels relating to:
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Putting competences into context
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Moving to performance indicators What standard of performance/behaviour would you expect in an organisation where these competencies are being applied? Is there a way to specify the range of results from the population? The answer is yes but with a tentative statement (e.g. with 95% confidence, the population average will be between … and …)
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How it works What a normal distribution looks like?
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Example Consider a report on the performance of a department of 100 people, and assuming four categories, what percentages might each category represent? Now on that basis, consider descriptors of indicators for performance for each level
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Population distributions before and after training
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Activity: Project Manager
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Thanks
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