Behaviourally Anchored Rating Scale
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This document discusses using a behaviourally anchored rating scale to measure competencies. It defines competency as including knowledge, skills, attitudes, motivation and traits. It outlines prominent types of core competencies such as functional, behavioural, threshold and differentiating competencies. It then provides an example of mapping core competencies for software developers on a team, identifying their functional and behavioural competencies. It explains that competency mapping can help identify strengths, weaknesses and training needs by rating individuals on competency indicators using a Likert scale. The document outlines steps for competency mapping, including defining roles, analyzing functions and behaviours, adding indicators and creating rating scales to assess individuals' competency levels.
Behaviourally Anchored Rating Scale
- 1. USING BEHAVIOURALLY ANCHORED RATING SCALE TO MEASURE COMPETENCY ASHISH.RAKSHA@GMAIL.COM BY ASHISH RAKSHA
- 3. PROMINENT TYPES OF CORE COMPETENCIES Functional Competency required to work in a specific domain or function E.g.A Software developer must know programming and Development framework Behavioural Behavioural aspects are integral for an individual and Company’s Performance E.g. Even though a Software Developer is highly skilled, but cannot perform as a team player Threshold Basic/minimal Skills required to perform the role in the specific function E.g. a Web Designer should know how to work on Designing tools Differentiating The competency that differentiates the performer from others in the same function E.g.A skilled software Developer with intense knowledge of Visual Designing and Database
- 4. LETS UNDERSTAND THE CORE COMPETENCIES WITH AN EXAMPLE Rachel Software Project Manager Chandler Senior Software Developer Elina Software Developer Rupert Software Developer Shawn Software Developer
- 5. CORE COMPETENCIES Chandler Senior Software Developer • Experienced, Certified and Skilled in Software Programming (Functional) • Often takes onus and leadership of projects (Behavioural) • Blends with almost all the team members (Behavioural) • He also has worked as aWeb Designer in one of his previous stints, hence his view on aesthetics and design is also considered (Differentiating) Elina Software Developer • Experienced and Skilled in Software Programming (Functional) • She is often flexible to complete deadlines on time basis her commitment (Behavioural) • She is a strong team player (Behavioural) • She is often involved with Rachel in Project Study, basis her exceptional Analytical Skills (Differentiating)
- 6. CORE COMPETENCIES • He has recently joined the organization after his Diploma in Software Programming and Data Science (Threshold) • He is a very organized person, he maintains a priority list. (Behavioural) • He ensures to finish all his task on time (Behavioural) • He contributed in creating a demo for a client demonstrating his skills in analytics which helped the company to bag a big order, (Differentiating) • Highly experienced and Skilled in Software Programming (Functional) • He carefully examines before making any sound decision (Behavioural) • He is respected by team members as a humble and helping person (Behavioural) • Rachel seeks his help in critical matters to help navigate through difficult phases of the project (Differentiating) Rupert Software Developer Shawn Software Developer
- 7. CORE COMPETENCIES • With the available information, how can Rachel as a manager decide what kind of training is best for the team members? • Certainly she needs more appropriate view of the skills and their other attributes that constitute them as a working professional • There is a need for competency mapping
- 8. COMPETENCY MAPPING Chandler Senior Software Developer Elina Software Developer Rupert Software Developer Shawn Software Developer • Can all the four Software Developers perform on the same level • How to derive to a structured way to ascertain each person’s level of understanding and ability to perform the job?
- 9. COMPETENCY MAPPING (IN A NUTSHELL) Helps to Identify • Strengths and weaknesses of the team player Based on • Performanc e level indicators Uses • a Likert scale (Scale level 1 to 4) for mapping Can help identifying level of an individual denoting: • Performanc e • Training needs • Growth aspect
- 10. COMPETENCY MAPPING (THE PROCESS) Define the Role Analyse the function and knowledge needed Analyse Behavioural Traits Add the indicators / Valuators
- 11. COMPETENCY MAPPING Levels in the specific function In our example: we take levels of Software Development Function Trainee Software Developer Software Developer Lead Developer Project Manager / SCRUM Master
- 12. Core Competencies Required In our example: we take levels of Software Development Function Area of Competency Required Threshold Functional Behavioural Software Development Knowledge to work in the applications used by the company Able to do the required task without any support Efficient and Proactive Error handling and Bug Fixing Able to understand the bug report,Able fix the bugs Able to ensure bug free work. Able to handle errors in any part of the script / code / application Should be proactive and responsible to diligently fix Client Communication Is able to understand the requirement with clarity Able to document and implement the expectation aptly Has apt questioning and analytical skills COMPETENCY MAPPING
- 13. Key Indicator Level 1 Level 2 Level 3 Level 4 Functional Software Development Tools Does not have the working Knowledge Able to code with minimal supervision Able to fluently code and adapt newer technologies Able to train and guide others, able to adapt newer technologies Behavioural Responsible attitude towards work Needs to be monitored regularly Is responsible and dependable at work Often completes on time or before the given responsibility and takes up additional tasks Completes task and attempts to find ways to ease the task, is often found helping the team to complete their tasks Creating Behaviourally Anchored Rating Scale for a Senior Developer Level COMPETENCY MAPPING (HOW TO)
- 14. Key Indicator Level 1 Level 2 Level 3 Level 4 Points earned Points 1 2 3 4 Functional Total Functional : ___ Software Development Tools Does not have the working Knowledge Able to code with minimal supervision Able to fluently code and adapt newer technologies Able to train and guide others, able to adapt newer technologies 3 Behavioural Total Behavioural : __ Responsible attitude towards work Needs to be monitored regularly Is responsible and dependable at work Often completes on time or before the given responsibility and takes up additional tasks Completes task and attempts to find ways to ease the task, is often found helping the team to complete their tasks 1 E.g. - Senior Developer Level for - Marking levels Shawn Software Developer COMPETENCY MAPPING (HOW TO) Immediate attention needed
- 15. THANKYOU ASHISH RAKSHA GLADTO PROVIDE ADDITIONAL INFORMATION ASHISH.RAKSHA@GMAIL.COM