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.
Competency |
Sub - competency |
Talent3sixty questions |
Bias for Action |
“Can do attitude” |
Displays a “can do attitude” when faced with deadlines, challenges & urgency. Is outcome driven. |
Multi tasking |
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. |
Conflict resolution |
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.
Please contact us at admin@talentonic.com for discussion and further advise.