1. Measure, Measure, Measure: The Metrics That Should Matter to You!
Anne Buckett (ACSG) and
Sandra Schlebusch (ACSG)

2. 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?

3. 1. WHAT IS COMPETENCY-BASED ASSESSMENT?

4. 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)

5. 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

7. 2. HOW DO WE DETERMINE THIS METRIC?

9. 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

10. 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

11. 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

12. 3. WHY DOES THIS METRIC MATTER?

13. 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

15. 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]

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

17. “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))

18. 4. WHAT DO WE DO WITH THIS METRIC?

19. 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

20. 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

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

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

23. 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

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

25. 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.
Thornton, G. C. & Byham, W. C. (1982). Assessment centres and managerial performance. Orlando, FL: Academic Press, Inc.

26. Measure, Measure, Measure: The Metrics That Should Matter to You!
Anne Buckett (ACSG) and
Sandra Schlebusch (ACSG)