Having to describe a level of performance or competency of a person can be very tricky and sometimes stressful for line managers. Since the quality of a performance or competency can be very subjective, it is always a good idea to turn its evaluation into a quantifiable unit.
Although there is no specific formula to do this, starting with a widely accepted description of performance and competency in several levels can be adapted within the organisation to be used for evaluation. With the same definition, it can be standardised for both performance appraisal and training needs analysis (TNA).
Here is an example of a generic level-description that you can adapt to basically any performance or competency.
1. Beginner:
Rarely or never demonstrates the behaviours associated with this competency or demonstrates them with a low level of expertise.
2. Novice:
Able to successfully apply this competency in relatively simple situations. Could further improve skills by increasing consistency and expertise.
3. Skilled:
Demonstrates this competency at a high level of skill. Able to successfully demonstrate this competency in common situations. Could further improve by increasing expertise.
4. Advanced:
Demonstrates this competency at a very high level of skill. Successfully applies this competency in situations requiring an advanced level of skill. Can assist others with the behaviours associated with this competency.
5. Expert:
Able to successfully apply this competency in the most complex circumstances. Truly excellent in all elements of this competency. Serves as a role model for others. This person always performs at a very high level.
Use the level as a score of 1 to 5 (1 being the lowest, and 5 being the highest), to quantify the targeted level and current level of performance or competency in your performance appraisal and data gathering for training needs analysis.
All the best!
Access Ideas Malaysia
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Source of Reference: Competency-Based Training Basics, ASTD Press, 2010, ISBN 978-1-56286-698-3