"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:
|
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 |
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Commitment |
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Integrity
and Honesty |
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Accountability |
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Communication |
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Influence/Empowerment |
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Decisiveness
/ Negotiation |
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Problem
Solving |
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Team
Membership |
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Customer
Service |
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Accountability |
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| Total
Average |
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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 |
|
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| Results: |
Required
Course - Choose a course from the two lowest scores above 17.00 |
| |
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|
ID |
COURSE
TITLE |
COURSE DEFINITION |
COMPLETE BY |
| F105 |
Maintaining Focus |
|
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| F207 |
Working Independently |
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| Attribute: |
Drive |
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| Score: |
18.33 |
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| Results: |
Required
Course - Choose a course from the two lowest scores above 17.00 |
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ID |
COURSE
TITLE |
COURSE DEFINITION |
COMPLETE BY |
| D603 |
Overcoming Obstacles |
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| D122 |
Dedication |
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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)
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