Measure, Measure, Measure: The Metrics That Should Matter to You! Anne Buckett (ACSG) (anne@precisionacs.co.za) and Sandra Schlebusch (ACSG) (sandra@lemasa.co.za)

1. What is competency-based assessment? AGENDA 1. What is competency-based assessment? 2. How do we determine this metric? 3. Why does this metric matter? 4. What do we do with this metric? 5. What happens if we do not consider this metric?

1. WHAT IS COMPETENCY-BASED ASSESSMENT?

LET’S START OFF WITH WHAT IS A COMPETENCY? “Competencies are a cluster of behaviours that are specific, observable and verifiable and that can be reliably and logically classified together” Competencies differ from tasks in that tasks describe what is accomplished in the job while competencies describe the specific behaviours the person carries out to accomplish the task Thornton and Byham (1982)

Competencies are an easy way to explain individual performance at work Competencies provide a common framework to evaluate employees and make decisions Competencies focus on behaviour, specifically, effective versus less effective behaviour

2. HOW DO WE DETERMINE THIS METRIC?

Personality Ability Emotional Intelligence Psychometric Tests [What I like to do] In-Box Role play Group discussion Simulations [What I can do] Interviews Biographical Questionnaires Other

This metric forms part of the entire process on which each employee decision is made Initial CV Screening Competency-based Assessments Interview Integration of all Data Final selection/hiring or development decision

RATIONALE AND BENEFITS OF USING COMPETENCY-BASED ASSESSMENTS 1. Cost-effective way to assess large volumes of applicants for a particular job 2. Objective way to gather information about how likely a candidate will perform in the job 3. Outcomes and results are linked back to important competencies for the job

3. WHY DOES THIS METRIC MATTER?

Need to make the correct selection/hiring decisions For selection: Need to make the correct selection/hiring decisions Selection/hiring decisions need to be based on objective and logical criteria

Competency-based assessments will: Tell you what is in a prospective employee’s toolbox [when psychometrics are used] Show you what a prospective employee can do with what is in his/her toolbox [when simulations are used]

From a development perspective, competency-based assessment helps us understand the role and impact of leaders in the organisation

“It is more cost effective to build talent than to buy talent” Remember: “It is more cost effective to build talent than to buy talent” (DeOrtentiis, Van Iddekinge, Ployhart, & Heetderks, (2018))

4. WHAT DO WE DO WITH THIS METRIC?

When it comes to selection and hiring, competency-based assessments: Form part of overall consideration when making your decision Establish the effectiveness of your decisions over time Can use more sophisticated processes to strengthen your decisions e.g. adding weightings to each component in the process

When it comes to development, competency-based assessments: Enable employees to demonstrate required behaviour Enforce required behaviours of employees at work Provide an opportunity for employees to learn and grow

5. WHAT HAPPENS IF WE DO NOT CONSIDER THIS METRIC?

You may make the right decision, but You may also make the wrong decision

Increase in staff turnover Increase in on-the-job mistakes Increase in grievances and/or disciplinary action Increase in costs associated with recruitment, selection and development Decreased staff competence Direct impact on service delivery

Wrong hiring decisions have a ripple effect in the organisation: from the manager to the front-of-house employee De Kock, Roodt & Schlebusch (2012)

Reference List De Kock, Roodt & Schlebusch (2012). The lesser of two evils – can companies afford not to test? Presentation at ACSG Annual Conference, 15 March 2012, Stellenbosch, South Africa. DeOrtentiis, P. S., Van Iddekinge, C. H., Ployhart, R. E., & Heetderks, T. D. (2018, April 16). Build or Buy? The Individual and Unit-Level Performance of Internally Versus Externally Selected Managers Over Time. Journal of Applied Psychology. Advance online publication. http://dx.doi.org/10.1037/apl0000312. Thornton, G. C. & Byham, W. C. (1982). Assessment centres and managerial performance. Orlando, FL: Academic Press, Inc.

Measure, Measure, Measure: The Metrics That Should Matter to You! Anne Buckett (ACSG) (anne@precisionacs.co.za) and Sandra Schlebusch (ACSG) (sandra@lemasa.co.za)