The examples of performance evaluation by competencies are useful in determining the overall quality of employee behaviors at work.
However, if the meaning of this isn't quite clear yet, let's
explain it in detail now.
Competency-based performance assessments focus on the
development of behaviors, that is , they are essential competences for the
development of employees in their functions.
Thus, the competency-based performance assessment focuses on
looking at how a professional's actions and behavior over a given period of
time led , or not, to the fulfillment of the defined objectives.
Then, by knowing what these actions and behaviors are, it is
possible to understand where the employee is now and what additional behaviors
he or she can develop for future success.
For this to be possible, the examples of performance
assessment by competences can help a lot.
As such, this article provides a step-by-step guide for you
to use competency-based performance appraisals along with practical examples.
What are competencies in a performance appraisal?
Competences in a performance appraisal are the values that
the employee and the company have selected as the skills or characteristics
that one needs to have to do their job.
Thus, when hiring new professionals, competencies are the
standards that define the interviewee's assessment.
For example, does this person correspond to the main focus
of the company? Is it possible to improve your skills, through training, to
suit our business?
What is a competency-based assessment?
First, a competency-based assessment is any tool used to
measure the observable behaviors that employees demonstrate while working.
These behaviors are the result of various skills, knowledge
and motivations that an employee may possess.
Thus, competency assessment must be based on clear work
requirements in order to produce consistent and reliable results.
This allows competency performance appraisals to be an accurate
indicator of overall job success .
You might ask yourself, “What competencies do I have to look
for in employees?”, “Are there examples of competency-based performance
assessment?”.
You will certainly be surprised to learn that
competency-based performance appraisals can be easily understood and, with the
right approach, can be a powerful tool.
Skills that can be observed in a performance evaluation
Key competences are specific qualities that a company's
recruiters and managers find desirable for professionals.
They are a reference to classify and evaluate candidates
during the recruitment process or in the performance evaluation by competences.
People management
Training and development
performance management
Coaching and mentoring
Team work
Personal development
Commitment to the company
structured thinking
Career Development
Leadership
Strategic management
future planning
Persuade and influence the team
Change management
Communication
Commitment to customer excellence
collaborative work
customer relationship
Social and Emotional
Learning
persuasive techniques
writing skills
speaking and listening skills
Logical reasoning
Decision-making
methodical approach
identify patterns
Search
Problem solving
Transferable Skills
ingenuity
Reliability
stress reduction
Moral principles and ethical standards
Planning
Organization
Technical skills
creative thinking
technical skills
Informatics knowledge
Data management
Program knowledge
Policies and planning
As a manager , you can select core competencies for your
team. It all depends on your business model and what you think your employees
can improve.
In practice: 10 examples of competency-based performance
assessment
1. Responsibility and reliability
Takes personal responsibility for the quality and timeliness
of work and achieves results with little supervision.
Examples of declaration of performance:
Arrives at work on time and follows instructions, policies
and procedures;
Meets productivity standards, deadlines and work schedules;
Stay focused on tasks despite distractions and
interruptions;
Make the best use of available time and resources;
Balances the quality of work with meeting deadlines;
No excuses for errors or problems; recognizes and corrects
errors;
Don't blame others for not meeting expectations;
Accepts personal responsibility for the quality and
punctuality of the work.
2. Adaptability and Flexibility
It adapts to changing work needs, conditions and
responsibilities and works with a variety of situations, people, groups and
diverse client needs.
Examples of declaration of performance:
Responds positively to changes, adopting and using new
practices to achieve goals and solve problems;
Adapts methods to achieve solutions and results in dynamic
situations;
Handles well and helps others to cope with ever-changing
demands;
Find alternative ways to achieve goals or targets ;
Manage change in a way that reduces other people's concerns;
Clarifies priorities when leading change;
Shows openness to doing things in different ways and sees
multiple perspectives.
3. Attention to details
Diligently attends to the details and seeks quality in the
execution of tasks.
Examples of declaration of performance:
Carry out tasks with care;
Makes few or no mistakes;
Use checklists to ensure accuracy;
Take care of details that are easy to ignore or dismiss as
insignificant.
4. Business Alignment
It aligns the products, services and performance of a line
of business with the rest of the company.
Examples of declaration of performance:
Seeks to understand other departments, including their
services, results and goals;
Informs and integrates the executive management in all
decisions;
Advocates and positively represents other programs and
services when working with customers and stakeholders.
5. Change of leadership
Leads and enables the process of change and transition,
helping others to deal with impacts.
Examples of declaration of performance:
Recognizes and communicates the potential benefits of
change;
Recognizes and manages the challenges that can accompany
change;
Encourages others to value change;
Develops improved ways of doing things, including new
approaches or methods.
6. Coaching and mentoring
It allows others to grow and succeed through feedback ,
instruction and encouragement.
Examples of declaration of performance:
Guides other people;
Shares specialized approaches and skills;
Helps others identify key goals and use their talents to
achieve them;
Build relationships with teammates so mentoring efforts are
positively received;
Actively support others who move out of their comfort zones
and try new techniques that can increase success;
Give praise and acknowledge every step forward;
Suggests methods and gives examples that provide a roadmap
for improvement;
It models successful behaviors and a high-performance work
ethic.
7. Communication
Listen to others and communicate effectively .
Performance Statement Examples
It confirms that others involved in a project are kept
informed of actions and plans;
Commits that important management information is being
shared with employees and others as appropriate;
Ensures that regular consistent communication takes place
when needed;
Keeps manager informed of progress and issues;
Gives and receives continuous feedback.
8. Trust
You have a mature and justified confidence in your ability
to get the job done.
Performance Statement Examples
Offer an opinion or advice when appropriate;
Decide between decisive stock options;
Express opinions with conviction;
Search for new challenges;
Conveys confidence in your own knowledge and decisions.
9. Creative and Innovative Thinking
It develops new ideas that provide solutions to all kinds of
challenges at work.
Performance Statement Examples
Contributes original and practical ideas in brainstorming
sessions;
Connect seemingly unrelated ideas, events, and circumstances
to find solutions to individual problems;
Sees opportunities for creative problem solving while
staying within good practice parameters;
Generates unique but viable and useful solutions to
difficult problems;
Think in terms of desired results, not just reactive and
quick solutions;
Find ways to turn the ideal into reality;
Tests with new ideas, methodologies and procedures;
Visualize potential problems and solutions without the need
for tangible “real life” examples;
Can discuss and project aspects and impacts of decisions.
10. Customer Focus
It builds and maintains customer satisfaction with the
products and services offered by the company.
Examples of declaration of performance:
Shows interest, anticipates and responds promptly to
customer needs.
Focuses on customer results;
It goes beyond basic service to help customers implement
complete solutions;
Offer products and services when and where the customer
needs them;
It explores options when it cannot deliver a requested
product or service, and seeks solutions until the customer is satisfied.
Provides customers with status reports and progress updates.
It seeks customer feedback and ensures that needs are fully
met.
Looks for ways to improve service delivery.
Evaluates your company and its services from the customer's
point of view.
Presents a positive disposition when interacting with
customers.
*Examples translated from Pierce County website
How do competencies become a performance appraisal?
To make sure that the competencies of each employee and
future employees are aligned with performance in a job role, you need to
measure how these competencies interact within your organization.
Thus, conducting competency-based performance appraisals is
the best option to do this. See the connection between job skills and
performance appraisal itself.
Creating the performance review
The focus of competency-based performance assessment is on
behaviors and how the behaviors relate to getting work done and achieving
goals.
In competency-based performance appraisal, then, the focus
should be on behaviors and how the existence (or lack) of those behaviors
connects to the achievement (or not) of goals.
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