Once the competency model has been designed and finalized and the rating scale defined, the 360-degree question library should be put in place. Each competency is broken into 3-5 questions, which query the specific behaviors underpinning the competency / sub- competency.
Your talent3sixty assessment is only as good as the questions you ask !
Think about this in a systematic way.
||Sub - competency
|Bias for Action
||“Can do attitude”
||Displays a “can do attitude” when faced with deadlines, challenges & urgency. Is outcome driven.
||Can handle multiple tasks & priorities without losing focus.
|Planning & project management
||Plans well. Defines metrics, action plans, interim stages and assigns time and resources to enable implementation.
||Resolves conflicts in the team during implementation. Takes decisions and encourages team members to keep the outcome in mind & focus.
This method applies specifically where the organization is using a competency model.
In case you are using value statements or potential enablers, there may not be a sub-category used.
The sub-categories enable the report to aggregate assessment at the sub category level , as well as at the competency level to enable better development planning and feedback.
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