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Competency Based Methodology : Performance Management

 

Traditionally Performance Management is treated as an isolated function. The performance planning is done on an ad hoc basis and no correlation exists between the performance plan of the employee and the job profile used for the other Human resources functions. Most of the time the responsibilities of the employee is based on the perceptions of the supervisor or manager of what the person should be doing during the evaluation period. Usually it contains fuzzy statements and no clear guidelines of what the employee is expected to achieve.

 

The CBM provides clear guidelines of what the employee must do, what outputs must be delivered and at what standard. It also indicates what process and procedures, policies, etc. must be followed in the process of delivering the output. It also indicates what Performance Indicators will be used to evaluate the employees performance. All the required information is contained in the Job Profile.

 

The following diagram will be used to explain how the Job profile can be used for performance management:

 

 

The highlighted information of the Job profile in the diagram above, contains all the information required to do performance management. The following process could be followed to do performance management:

 

  1. Determine the weight of each KPA in relation to the total Job expressed as a percentage. The weight indicates the level of impact the non-execution of the KPA will have on the success of the job as a whole)
  2. Determine the weight of each major task in relation to the each applicable KPA expressed as a percentage. The weight indicates the level of impact the non-execution of the task will have on the success of the KPA as a whole)
  3. Evaluate each Major task separately using the Performance Standards and Indicators as evaluation tool and basis for determining the success of performing the required major task. Give a rating (usually a 5 point scale with 1 as low and 5 as high) to indicate the level of success in performing the task.
  4. Multiply the weight of each major task with the rating given(weighted score).
  5. Total all the weighted scores of the major tasks of every KPA. This will provide you with a less subjective rating for each KPA.
  6. Multiply the rating of each KPA with the weight of the KPA. This will provide you with a weighted score for each KPA.
  7. Total all the weighted scores of the KPA’s. This will provide you with a less subjective rating for the total job.

 

The following diagram is a summary of the above process: