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How do you address the concern of a competency assessment being used for performance management?

(Question posted by participants in recent webinars)

We strongly recommend that you do not mix a competency assessment for self-directed learning and career planning with TRADITIONAL performance management. 

If your organization is still doing traditional annual performance appraisals, and you try to use competency assessment data against people, you will eliminate all future honesty, and any data you get will be flawed.  There will be no hope for doing this right in the future.  You must keep this process for growth and development – NOT for keeping score. 

Therefore, don’t do a competency assessment right before your annual review.  Do it AFTERWARDS, which enables people to get granular about what their actual skill gaps are and what their first development plan should be… specifically.  Then they will be working their plan, re-assessing, and creating a new plan, iteratively closing their gaps all year long.  By the time they get to the next annual review, they actually WILL be better, because they will have been actively taking charge of their learning throughout the year.

However, if you’ve dumped the annual performance appraisal and your organization’s performance management is based on regular touch points related to coaching and development, then the competency assessment can provide information and structure for those conversations.

 

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