For Performance Evaluation purposes expectation of competency should vary in degrees from one job level to the other (don’t expect an entry level associate to display skills of an SME and allow it to be an obstacle for him/her to grow to the next level).
The skills and competency repository should be maintained by HR and updated every 6 months (that’s a recommended frequency and an HRMS platform can comfortably nudge employees, managers to rate the actual proficiency level and reviewers to approve). The gap identified between the actual and desired is the skill and competency gap which could be plugged with more technical skills, soft skills and behavioural trainings. The data can come handy during appraisals to compare where the employee stands vs. the standard requirement for the job role.
2. Differentiate between Intermittent and Steady performance : Many times managers get over impressed by a considerably new employee’s sporadic upward graph in performance and feel the urge to promote the employee instantly just to keep him/her...
