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Performance Vs Potential Assessment
3
Job Analysis
Hired / Promoted
Performance Vs Potential
Criteria
Every assessor starts assessment with a specific criteria in mind for the person under assessment. This criteria helps in organizational/individual growth according to business/individual development plans.
Criteria Sources
Criteria to assess employees can mainly be obtained through
1. Job analysis
2. Job description
3. KRAs and KPIs
4. Behavioral indicators
5. Business needs.
6. Individual career progression plans
Criteria Types
Criteria can be divided into Direct and indirect. Both of them are directed to growth for the person under assessment and should be serving the growth of the organization.
Competencies
Competencies Definition
Competencies are inherent qualities an individual possesses – combining skills, knowledge and ability.
Different Types of Competency
Types of competencies
1. Behavioral Competencies
2. Technical Competencies
3. Leadership competencies
Assessment Concepts
Methods can be variable according to usage of the assessment. If we are assessing an employee or a potential internal candidate, then it will be based on the competencies required for the growth of the employee.:
1. Behavioral assessment : This can be executed by developing a behavioral survey, Self assessment and peers assessment.
2. Technical Assessment: This can be done through measuring employee technical performance against standard set of KPIs and targets, Technical written tests etc.,
3. Leadership Assessment: This can be done through Assessment Centers, Leadership surveys and observing leadership attitudes against set of KPIs that can be measured.
Assessment Methods
Analytical Results
Plotting the results
There are several charts that can show the results with a call for action concept. Let's take two examples of the summary presentation concept:
1. Bell Shape Diagram
If we scattered our assessment results ,
we can plot all the points under a bell shape
diagram. This will define who are the least performers and
who are the top performers. for those whom scores are in
the mid ranges, they are developing or just having a
constant level. This is usually used to assess one concept
like the technical performance
Plotting the results
2. McKinsey's nine Box Grid
A ‘nine-box grid’ is a matrix tool that is used to evaluate and plot a company’s talent pool based on two factors, which most commonly are performance and potential. Typically on the horizontal axis is ‘performance’ measured by performance reviews. On the vertical axis is ‘potential’ referring to an individual’s potential to grow one or more levels in a managerial or professional capacity.
Assessment using 9 Box Grid
1. Assessing Performance using the Performance Values Matrix
Managers’ ratings of both the performance and behaviors of the employee are combined to form a single Total Performance Score.
This Total Performance Score then serves as the x-axis on the 9-box. The y-axis, or potential, is left up to a group of leaders to more subjectively assess and decide.
By using the rating of the employee’s actual performance and behaviors from their performance review, this gives a more holistic view of the employee’s overall performance.
2. Assessing Potential using the 9-box Grid
After the manager has identified the performance and behaviors of their employees on the Performance Values Matrix, other managers and leaders can now use this data to help them make decisions about the potential of particular employees, especially when it comes to leadership succession planning.
Managers can export performance evaluations directly from their performance management software and then incorporate the data into the 9-box rating.