Competency Models are a key resource for management to measure performance evaluation, continued learning assessment and bonus sturcture. A 360° assessment can take the process one step further. Assessment from peers, management and subordinates (if applicable) allows the individual to be fairly evaluated by several team members and the appropriate steps can be taken to further the individual’s performance.

Developing a comprehensive competency model specific to the organization's core values is key to the success of the tool. Choosing the effective disciplines for evaluation that align with the organizations vision and values are a part of this process. Teaming with Human Resource or various small groups to determine these disciplines within the peer level is a critical part of this process. The result may look similar the example below.

This example of a competency model is one of many specific to New Hires, Promotions, Current Positions and Current Roles for Leadership, Management, Supervisors, Technicians, Professionals and Non-Management.

360° Competency Model Sample:
Competency Form: Self - Management
RATING KEY: Please use the scale of 1 - 5 to rate the Competency being reviewed

1 2 3 4 5 Rarely Sometimes Often Very Often Always   Attribute: Focus Maintains focus with disruptions... Able to productively prioritize... Works Independently... Effectively develops networks... Able to focus on job duties Drive Invests time and energy in self-development... Builds trust, loyalty and communication... Is committed to the goals of the organization... Desires to advance knowledge... Promotes Mission, Vision, Values and Goals... And so on... (This is one of several identical forms for Self, Direct Report (x3), Peer (x3) and Manager- totaling 6 forms to create a 360° assessment) Competency Scoring: Management Role ATTRIBUTE: Self Rpts Prs Mgr AVG S/R S/P S/M Focus 18  14  19  20  17.50  -5  +1  +2  Drive 19  14  21  20  18.33  -5  +2  +1  Perception/Awareness                 Commitment                 Integrity and Honesty                 Accountability                 Communication                 Influence/Empowerment                 Decisiveness / Negotiation                 Problem Solving                 Team Membership                 Customer Service                 Accountability                 Total Average

Competency Continued Learning:

In addition to the competency model, a complete continued learning matrix with formulas equating low scoring competencies with required curriculum pertaining to specific attributes are sampled here.

Below are courses that are created to improve or enhance the selected Competency Attribute. The ideal score is 20 or better. If your score is 17 or better, you are required to complete a minimum of two (2) courses. Looking at scores between 17 and 25, identify the two (2) lowest scores. Choose one applicable course within that Attribute. These are the courses required to complete your annual Goals and Objectives. With all scores less than 17, one course from that Attribute is required.

Attribute:	Focus
Score:	17.50
Results:	Required Course - Choose a course from the two lowest scores above 17.00
ID	COURSE TITLE	COURSE DEFINITION	COMPLETE BY
F105	Maintaining Focus
F207	Working Independently

Attribute:	Drive
Score:	18.33
Results:	Required Course - Choose a course from the two lowest scores above 17.00
ID	COURSE TITLE	COURSE DEFINITION	COMPLETE BY
D603	Overcoming Obstacles
D122	Dedication

Note: Worksheet formulates from the Competency Model Scoring data.

A final data source is generated directly from the Scoring data and is formulated to compute annual bonuses and other merit increases based on the organization's revenue on a percentage scale. Call or email for a complete sample. The complete competency model information is not appropriate for internet use.

Sample of the Bonus Structure

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