Competency-Based Performance Management ::
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Improving Individual and Organization Performance & Competence
Consulting, Systems Design & Training
Today's demanding business environment requires maximum performance from each person. Outstanding performers must be encouraged, supported and retained. Better performance must be drawn from average performers. And poor performers must be developed, reassigned to positions where they can be good performers, or be moved out of the organization.
As a result, many organizations are becoming more interested in the management and appraisal of competence – the "how" of performance. They are seeking more qualitative assessment, oriented to the future and focused on development. A competency approach brings a different perspective to performance management. Performance is viewed in terms of the process employees use to achieve their job results. It combines planning, management, and appraisal of both performance results and competency behaviors. It assesses what employees accomplished and how they did it (with personal characteristics they possess that predict superior performance in present jobs, or in future jobs).
We help organizations:
- Design total performance management systems that are linked to work planning or goal-based systems, and to competency development and succession planning processes.
- Identify job responsibilities, performance standards and measures, and competencies to be reviewed for employees in the target jobs.
- Implement performance review processes that give accurate feedback to people regarding their performance against agreed-upon standards.
- Develop communications, review methods and training of managers.
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Most performance management systems assess one or more of these variables. Effective performance appraisal turns on the proper use of each type of data, given the objectives of the system and the degree of control the employee has over his or her performance on variables such as performance results. The data is usually used for decisions about rewards, e.g., bonuses based on sales or production quotas. |
If, however, an employee has little individual control over results or outcomes, rewards based solely on results can de-motivate superior performers. In these cases, some portion of rewards might better be based on job behaviors.
Competency and job behavior data can also be used for decisions about development, e.g., if a manager is assessed as lacking group leadership skills, he or she might be advised to attend a leadership course to develop this skill. Skill-based compensation systems can also explicitly tie rewards to skills developed.
Why a Competency-Based Approach?
Competency assessment data can contribute to performance management systems in several ways. It can help identify:
- Job performance standards and measures.
- Job behaviors required to accomplish specific job tasks, and meet job responsibilities.
- Competencies demonstrated by average and superior performers in key jobs.
Competency-Based PM: What, Why, and How
What a competency-based approach is and does, its impact on individual and organizational results, organizational issues addressed, situations best served by a competency-based approach, and steps to implementing... more
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"The experience and insights of the Workitect consultants helped us to gain a true understanding of competency-based performance management and enabled us to begin the type of cultural change which can only come when an organization raises its honesty."
Vice President, Human Resources
Large Manufacturing Company
Workshops
Managing Performance – With Competence [578kb PDF] is a customizable three-day leadership program used by organizations such as ConAgra and American National Can to give their managers the competencies needed to manage, improve and sustain high performance. Internal instructor training is available. Modules cover these critical leadership competencies:
- Establishing Focus & Goals
- Gathering and Analyzing Information
- Coaching for Optimum Performance
- Providing Motivating Support
- Developing Subordinates
- Managing Change
- Empowering Others
- Interpersonal Awareness
FOCUS Coaching is a two-day training program that enhances employees and managers the essential skills of Reflective Listening, Strategic Questioning, Stretch Challenging, Performance Challenging, Encouraging and Focus Coaching.
Improving Performance [82kb PDF] is a two and a half day workshop that provides participants with performance improvement and performance management tools that help generate and maintain high performance, and solve complex human performance problems.
Video Assisted Programs
Managing Performance & Developing Competencies is a video-based program featuring a 24-minute video (tape or DVD), along with a Participant Workbook and Leader’s Guide, that helps managers and subordinates improve their ability to carry out steps essential to the coaching and performance management process. Managers learn how to be better coaches, and employees at all levels learn how be constructive and proactive in their own development.
Booklets
Performance Planning and Review is a 17-page handbook for employees that explains their role in the process. It includes sections on setting job goals, reviewing progress, career development, the annual review, and the correlation to compensation actions.
Writing Goals is a 43-page programmed instruction booklet that teaches employees at all levels how to write effective job goals.
Articles
Making Performance Management a Positive Experience [1.6mb PDF]
(5-page ACA News article reprint) Describes the keys to successfully implementing a performance management system.
Performance Management as a Change Strategy [116kb PDF]
is a profile of the successful implementation of a competency-based performance management system for American National Can Company.
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Performance