1.3 Staff evaluation Evaluations campaign management. Classification of resources. Previous campaign history. Skill gap analysis. Self-assessment and multirate evaluation.
Radar Chart
Job Requirements
Evaluation Card
Staff Evaluation module is the core of the Talent Review solution cause it provides the logic and the tools to perform evaluation campaign on a corporate scale. The module is intended to manage official proficiency evaluation and is the only Panoptikon's module which largely exploit data consolidation in separate data marts.
To understand the particularity of the module, first of all we must devide the "transactional" evaluation, which is a running activity, from the consolidated evaluation, which consists in the validation of the transactional results made by the higher profiles.
Transactional evaluation is operated by the Team Managers on their direct resources. Resource's evaluation consists in the pronouncement of a competence level on each skill which is required by the job position assigned to the resource. The Team Staff Manager can use different strategies to define and certificate the level. He can ask to the resource a self-assessment which will become the case of his final judgement. He can appoint other resource to express a co-assessment, realizing a feedback 360°. He can also use evaluation on single skills made with other Panoptikonì's modules, accepting and certificating them.
The first result of this process is the skill gap analysis. As every skill provided by the Job Position has a requested level, the gap between it and the actual evaluation determines a skill gap that is highlighted by the system and can be faced with a skill development action. The actions management and the global analysis of lacking skills in the team are important attributions for the Team Manager.
When the Team Manager consolidate his evaluation clicking on the "Rate" button, the system calculates the Job compliance ratio and classify the resource in one of the cluster defined on the base of the system configuration. The Job compliance is calculated starting from the single skills compliance ratio between expected and actual level. The Sector compliance ratio is calculated using the average of the skills ratio, then this value is multiplicated for the Sector's weight for the Job position. The average of the Sector weighted ratios determines the final Job compliance value for the resource, expressed as a percentage.
When the resource is rated, job compliance value is saved in the consolidated data mart with all the attributes that pertain to this specific certification: date, evaluator, total ratio, sector ratios, skills' actual levels, skills' required levels, job position attributed. By this way, also if the Job description catalog will change during the years, in the system will always be possible to resume all the details of a Job compliance evaluation made official with this "rating" process.
Staff Evaluation module provides all the profiles needed to manage complex Talent Review campaigns. Team Staff Manager can be overviewed and eventually substitued by Department Staff Manager. Site Staff Manager overview Department and Team Managers and provides also the list of Job positions that can be used in the Site. This is an important activity, as Job positions, when created, are frozen and are not automatically updated when changes are made in the Job requirements catalog. Job position cration and maintenance is so granted to Site staff manager, while attribution of those to single resource is an activity granted to the Team staff Manager.
The Branch Staff Manager overview all the sites and manage the opening and the closing of evaluation periods. He starts and close campaigns as campaigns are Branch-related. The higher level profile, General Staff Manager, can subsitue Branch Managers in this activity. Both of these two profiles can access detail reports specifically designed to manage large-scale evaluation activity and determine the reliability of the different evaluators by statical evidence.