DEFINING JOB PERFORMANCEANDITS RELATIONSHIP TO ASSESSMENTS

Learning Objectives

Define and describe job performance Describe how to use job performance information

to determine which assessments to use Learn how to use competencies to define job

success Discuss how to monitor assessments over time to

ensure they optimally predict key aspects of job performance

Discuss the process for designing and implementing a staffing assessment system

Examine the guidelines for evaluating assessment vendors

Understanding Performance

Defined as the total expected value to the organization of

the discrete behavioral episodes that an individual carries

out over a standard period of time.

Source: Handbook of Psychology, Volume 12

Understanding Performance

What is….

Behavior?

Performance?

Results?

Source: Handbook of Psychology, Volume 12

AttributesPersonality & Ability

MotivationKnowledge, Skills &

Experience

CompetenciesListening

Initiating ActionManaging Time

Presenting Ideas

ResultsNew Contracts

Sales LeadsCustomer Satisfaction

Renewed Contracts

Environmental Influences and ConstraintsEnvironmental Influences and Constraints

Components of Job Performance

Who you are What you do What you achieve

What assessmentsmeasure

Work “Backward” from results

Defining Talent Requirements

Effective Staffing Assessment System

Step 1.Identify key performance outcomes

Identify Key Performance Outcomes

Use of assessments depend on the desired business outcomes

Employee Retention Increase Productivity Candidates who excel in one aspect of a job will

invariably be less effective in other areas Desired business outcomes should be realistic Design good jobs and competitive total

compensation

Effective Staffing Assessment System

Step 2.Use job analysis to define and describe critical

employee behaviors

Step 2: Using Job Analysis to Define Employee Critical Behaviors

Systemic process to identify knowledge, skills, abilities and other

Quick and accurate job-analysis used to define behaviors

Job-analysis methods require the participation of subject-matter experts Subject-matter experts provide examples of

effective and ineffective behaviors = “critical incidents”

Decrease legal exposure

What Are Competencies?

Describe a set of behaviors that reflect a unique combination of knowledge, skills, abilities, and motivations associated with exceptional performance in an organizational role.

Competency Model

A competency model refers to a complete set, or collection, of different competencies.

Competencies

Sample Competency Library Action-oriented InterpersonalIntellectual Competencies CompetenciesCompetencies

Driving results Setting directions Thinking commercially

Following procedures Building Relationships Interpreting complex information

Taking decisive action Display ethical behavior Applying technical knowledge

Dealing with Change Influencing Others Analyzing problems

Managing stress Communicating Thinking creatively

information

Planning and Working across Developing strategiesOrganizing cultures

Job Analysis Key Consideration

Balance different types of performance- to focus on one behavior

Attend to the changing nature of performance- Job performance can change across work

situations overtime

Distinguish between maximal and typical performance- Understand the behaviors for top performers

and average performer

Effective Staffing Assessment System

Step 3.Choose an assessment that is valid for predicting

critical employees behaviors

Choose An Effective Assessment

Does it predict employee behaviors

Does it predict the right performance outcomes that drive job success

Carefully interview and selection assessment vendors Let vendors determine the

best tool Obtain evidence on

utilization of the tool Examine what matters the

most, criteria validity !

Quality Assessment Vendors Provide

Summaries of Criteria Validity studies of tools tested Types of jobs, descriptions and companies in the

study Number of employees and candidates used Performance criteria used to validate the assessment Statistics indicating relationships between scores

and relevant job performance criteria Equal Employment Opportunity Commission (EEOC)

statistics addressing scores across various demographics

Quality Assessment Vendors Provide

Summaries of Content Validity studies of tools tested

What processes were used to ensure the right questions are used on the assessments relevant to qualifications, knowledge and experience

What actions are used to keep the content up-to-date and reflect current qualifications, knowledge and experience

What questions have been collected to ensure the assessment questions are at an appropriate level of difficulty

Assessment Meeting Key Operational Requirements

Will hiring Managers accept the assessment? Use assessment with higher level of face validity Use assessment managers have experience Communicate how an assessment was select

Is the assessment easy to administer? Is the assessment easy to interpret? Is the assessment affordable? How well will candidates react to the

assessment?

Effective Staffing Assessment System

Step 4.Appropriately collect and interpret

assessment data

Appropriately Collect and Interpreting Assessment Data

Make sure assessment are used effectively Systematically Collect and Interpreting

Assessments Use computer-based systems that automatically

administer and score assessments (self-report measure and KSA test)

Make sure all candidates go through the same process

Tracking and Improving Assessment Performance Over Time Establish ongoing criteria validation process to

test existing assessments

Exercise

Break into assigned groups

Read the job description

Read the list of competencies and select the top six that will drive the right employee behavior for job success

Exercise

Unnecessary Useful, but not necessary

Essential Absolutely Essential

Competency maybe useful in the rolebut not necessary for Job success

Competency not necessary for job success

Competency is essential to perform the job successfully

A person could not survive in this roleWithout this competency

Study Guide

Different types of validity

Different staffing assessments and what the measure

Different types of interview questions

Behavioral Versus Direct Assessments

Performance Variance