Competency Assessment process

Competency Assessment: Step 1 : Effective Job Description:

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First , We have to create an effective Job Description. Details would covered in within a job description would be : the job title; who is accountable for the employee; the location of the job; a brief description of what the job entails; a list of duties and responsibilities; workin conditions . !n effort will be to define clearly what the job is about and what can be e"pected from the job.

Step 2 : Strength and Areas of improvements Approach :

#efore oin for self evaluation of competency approach, $tren th and Weaknesses %!reas of improvements& we need to identify. 'his would ive fair, realistic view of the functionin characteristics of the department(s activities and would focus on the present status of the functions vis)*)vis establish linka e with plant+corporate oal.

Step 3: Self evaluation of Core competencies

For each of the identified minimum ))))competencies,% here , we need to come out with ,umbers related to each activities+job. & the appraise should make a self evaluation, writin e"amples of evidence a ainst each sub re-uirement in column )))))of the sheet. 'he !ppraise should write ./0 in the column .$elf evalfull0 if the e"ample meet the re-uirement fully. 1f the !ppraise meets the re-uirements partially, s+he should write ./0 in the column .$elf)eval partial0 1f the !ppraise falls far short of re-uirements, both the column should be left blank. 2. 3ount all the ./0 and write the total no. of ./0 under each of the two 4valuation column 5Full and 6artial 7. 3alculate the score based on the ./0 scores .4ach core competency has 2 points if it is fully meet and 8 point if it is partially meet.

Step 4: Self evaluation of Skill levels

#ased on the $kill description , the !ppraise should make self evaluation in terms of his+her level for each skill .'he reason for the level ratin should be described in column)))))))of the e"cel sheet . 'he level will be determined based on the followin definitions: a b c d 9evel 8: :as basic knowled e+ awareness of the skill 9evel 2: :as +possesses workin knowled e of the skill 9evel 7: :as+possesses comprehensive skill to the job well 9evel ;: :as mastered +can coach the skill and can uide others

2. !dd up the scores in both the column .<e-uired 9evel and . !ctual level0 .'he skill inde" will be
calculated as the = of actual scores to the re-uired $cores , as follows

Step 5: Assess Core Competencies: 1. 'he self evaluation by the !ppraisee becomes the basic for assessment of the core
competencies .For each of the sub 5re-uirements, if the !ppraisee meets the defined re-uirements fully, write ./0in the column in the .4valuation full( .1f the !ppraisee meets the re-uirements

partially, write ./0 in the column >4valuation 5partial0 .1f the !ppraisee fails far short of re-uirements, keep the

2.
)2)
6a e 2 of 7

3. columns blank. $ubstantiate ./0 by providin

statistical, or otherwise in the .4"ample .column.

specific evidence+e"amples

5documentary,

4. 4nter specific observation %s& in the column .?F10 %?pportunity for improvements & .'hese
observations should lead to identification of specific @ethodolo ies for 3ompetency improvements.

5. 3ount all ./0 ,and write the total number of ./0 under each of the two 4valuation columns 5.Full(
and .6artial0

6. 3alculate the score based on the: /0 scores. 4ach core competency has two points if it is fully met
and 8 point if it is partially met.

7. 1n the 'able for .3ompetency 1mprovement 6lan0 write a plan of action to deal with ?F1.
a& 1dentify a 'rainin input if the !ppraisee had not been e"posed to the core competencies, of if $+he needs an advanced input. b& c& 1f there are attitudinal issues impactin the e"hibition of the 3ore competencies, a personal counselin by !ppraiser, <eviewer, and :< should be planned and this should be documented. 1f the conceptual input have already been provided, or if such input are easily available %throu h books, 6rofessional ma aAine, @anulas, 1nternet& to the !ppraisee, then it is a -uestion of $elf development.

Step 6 : Assess Skill Level : a& For each position, the skills should be defined . #ased on the .$kill Dictionary0 %which we have to prepare for the positions&, need to be assessed. 'he !ppraiser will conduct this assessment, based on the reasons iven by the !ppraisee in the $elf evaluation. #efore commencin the !ppraiser should seek the view of the <eviewer on the !ppraisee. #ased on the discussion, the !pprise actual level should be determined and entered in column .F0 for each skill. Wherever the !ctual scores are lower , enter specific comments in <emarks column to 1dentify 'rainin and $elf development opportunities for the !ppraisee. !dd up the scores in both the columns 5.<e-uired level0 and .!ctual level0 .'he skill 1nde" is calculated as the = of !ctual $cores to <e-uired $core. 1n the table for .$kill 1mprovements plan0 identify specific plans for improvement. 1dentify !n appropriate 'rainin input, $elf 5development plans, assi nments etc to help the !ppraisee improve his+her skill level.

b& c& d&

e&

Step 7 : Calculate Competency Index:: a& 'he 3ompetency 1nde" for the !ppraisee is calculated on the basis of wei hted indices for 3ore 3ompetency and $kills. For start, wei ht a e can be assi ned as follows:

3ore 3ompetencies

:eads ))))))

?thers )))))
6a e 7 of 7

)7) b. $kills ))))) )))))% to discuss&

'he 3omposite 3ompetency inde" for the !ppraisee will be: % to discuss ..& 3ompetency 1nde" %:eads& B %3ore 3ompetency 1nde"&CDE =F% $kill 1nde"&CDE= 3ompetency 1nde" %?thers& B %3ore 3ompetency 1nde"&C7D =F% $kill 1nde"&CGE=