If you are planning to conduct a competency assessment within your organization, there are eight (8) questions you should consider as you formulate your approach and explore options. These questions are the result of our work with clients and observations of both key success factors and miss-steps conducting marketing competency assessments.
Are the dimensions of the assessment instrument:
1. Relevant to the participant’s specific job role?
- Is it a generic set of content or tailored to your organization?
2. Linked to the organizations unique strategic & operational objectives?
- Do the elements assessed clearly relate to important organizational outcomes?
3. Related to targeted concepts important to job role performance?
- Are job specific contextual factors (scope of responsibility, job level etc.) incorporated?
Does it also:
4. Inform and support performance coaching?
- Does the competency assessment enable a focused coaching ‘partnering’ approach?
5. Generate a compelling and credible individual ‘call to action’ for learning & development?
- Are the most important areas for development identified?
6. Identify any alignment issues that might impact execution of job roles?
- Are the nature and extent of alignment gaps identified?
7. Reinforce and socialize explicit job role standards?
- As a result of the competence assessment are standards & expectations now better understood and shared?
8. Incorporate Classical Testing Theory (CTT) & Psychometric Measures & Statistics?
- Is the assessment supported by a body of theory and research regarding psychological testing that predicts/explains the difficulty of questions, provides insight into the reliability of assessment scores, and helps represent what examinees both know and can do?
The organizations reaction to the news that a competency assessment is being undertaken is not likely to be met with unbridled enthusiasm. This response is in large part due to less than positive experiences individuals had participating in prior competency assessments. Therefore it is critical to ensure that the perceived value of the competency instrument and approach selected is high and the assessment content relevant to all participants.
In a series of follow-on postings I will explore and discuss each of the eight (8) questions posed here in more detail with the hope that a dialogue will ensue in which readers share their thoughts on these eight (8) questions as well as their personal experience with competency assessments.