Human Resources Consulting - 360 Degree Competency
Home  |  HR Setup/Startup  |  HR Operations  |  Recruiting / Staffing   |  Books by Sheila    |  Contact  

"Competencies Made Easy"

Competency Models are a key leadership resource to help assist in the performance evaluation, continued learning assessment and bonus structure. Without this tool, management may have to rely on less reliable resources resulting in an inaccurate outcome. A 360° assessment can take the process one step further. Assessment from peers, management and subordinates (if applicable) allows the individual to be fairly evaluated by several team members and the appropriate steps can be taken to further the individual’s career.

Developing a comprehensive competency model specific to the organization's core values is key to the success of the tool.

This example of a competency model is one of many specific to New Hires, Promotions, Current Positions and Current Roles for Leadership, Management, Supervisors, Technicians and Non-Management.

360° Competency Model Sample:
Competency Form: Self - Management
RATING KEY: Please use the scale of 1 - 5 to rate the Competency being reviewed

1
2
3
4
5
Rarely
Sometimes
Often
Very Often
Always
 
Attribute:
Focus
Maintains focus with disruptions...
Able to productively prioritize...
Works Independently...
Effectively develops networks...
Able to focus on job duties
Drive

Invests time and energy in self-development...
Builds trust, loyalty and communication...
Is committed to the goals of the organization...
Desires to advance knowledge...
Promotes Mission, Vision, Values and Goals...

And so on... (This is one of several identical forms for Self, Direct Report (x3), Peer (x3) and Manager- totaling 6 forms to create a 360° assessment)


Competency Scoring: Management Role

ATTRIBUTE:

Self
Rpts
Prs
Mgr
AVG
S/R
S/P
S/M
Focus 18  14  19  20  17.50  -5  +1  +2 
Drive 19  14  21  20  18.33  -5  +2  +1 
Perception/Awareness                

Commitment

               

Integrity and Honesty

               

Accountability

               

Communication

               

Influence/Empowerment

               

Decisiveness / Negotiation

               

Problem Solving

               

Team Membership

               

Customer Service

               

Accountability

               
Total Average                

In addition to the competency model, a complete continued learning matrix with formulas equating low scoring competencies with required curriculum pertaining to specific attributes.

Competency Continued Learning:

Below are courses that are created to improve or enhance the selected Competency Attribute. The ideal score is 20 or better. If your score is 17 or better, you are required to complete a minimum of two (2) courses. Looking at scores between 17 and 25, identify the two (2) lowest scores. Choose one applicable course within that Attribute. These are the courses required to complete your annual Goals and Objectives. With all scores less than 17, one course from that Attribute is required.

Attribute: Focus    
Score: 17.50    
Results: Required Course - Choose a course from the two lowest scores above 17.00
       
ID
COURSE TITLE
COURSE DEFINITION COMPLETE BY
F105 Maintaining Focus    
F207 Working Independently    

Attribute: Drive    
Score: 18.33    
Results: Required Course - Choose a course from the two lowest scores above 17.00
       
ID
COURSE TITLE
COURSE DEFINITION COMPLETE BY
D603 Overcoming Obstacles    
D122 Dedication    

Note: Worksheet formulates from the Competency Model Scoring data.

A final data source is generated directly from the Scoring data and is formulated to compute annual bonuses and other merit increases based on the organization's revenue on a percentage scale. Call or email for a complete sample. The complete competency model information is not appropriate for internet use.

Bonus Structure Sample (Opens in a separate window)