If you have configured the Career module in Teamflect and added competencies related to your employees' job titles, you can include these in employee reviews by enabling this section while configuring the review template in the Admin Center.
Note: If you'd like to learn more about how to set up the Career module before including the ''competency questions'' in your reviews, please refer to this article here.
If there are job titles with NO competencies connected to them, the system gives you a warning that reads ''13 roles (job titles) within your company do not have competencies assigned. Please check and update these roles in the Career module.''
After configuring competencies, click on the ''refresh'' button on the right side of the disclaimer.
Steps to Include Competency Questions in Employee Reviews
Step 1: Title the Section
First, give this section a title in the review template.
You can also add instructions for clarity.
Step 2: Choose the Answer Type
Decide on the format for competency-related questions. You have three options:
Free Form: Open text format.
Multiple Choice: Options such as "excels," "meets expectations," "developing," etc.
Rating: Scale formats like "3 out of 5," "6 out of 10," etc
Step 3: Select Respondents
Then, please select who should answer these questions. Here, you have 5 options:
Both sides: Both parties (reviewee + reviewer) will see and answer this question.
Reviewee only (answer visible to reviewer): Both parties will see this question but only the reviewee will be asked to answer.
Reviewee only (answer not visible to reviewer): Only the reviewee will see and answer this question.
Reviewer only (answer visible to reviewee): Both parties will see this question but only the reviewer will be asked to answer this question. The reviewer's answer will be visible to the reviewee.
Reviewer only (answer not visible to reviewee): Only the reviewer will see and answer this question. The reviewer's answer will not be visible to the reviewee.
Step 4: Make the Section Required (Optional)
Lastly, if needed, you can make this section required so that the review participant(s) will not be able to submit the form without answering the competency-related questions.
END RESULT:
Use Cases for Incorporating Competencies in Employee Reviews
Performance Improvement Plans (PIPs)
Use Case: Identify specific areas where employees need improvement.
How it Helps: HR can use competency-related questions to pinpoint exact skills or behaviors that need development. This data can form the basis for a structured performance improvement plan, with clear objectives and timelines.
2. Talent Development and Training Needs
Use Case: Determine the training and development needs of employees.
How it Helps: By assessing competencies, HR can identify skill gaps and design targeted training programs to address these needs, ensuring that employees are well-equipped to meet job requirements and career goals.
3. Succession Planning
Use Case: Prepare employees for future leadership roles.
How it Helps: Competency assessments can highlight employees who exhibit potential for leadership positions. HR can then create tailored development plans to prepare these individuals for higher responsibilities.
4. Employee Engagement and Retention
Use Case: Enhance employee satisfaction and reduce turnover.
How it Helps: Regular feedback on competencies allows employees to understand their strengths and areas for growth. This transparency can increase engagement and commitment, as employees see a clear path for career progression.
5. Objective Performance Reviews
Use Case: Ensure fair and unbiased performance evaluations.
How it Helps: Competency-based questions provide a standardized method to evaluate employee performance. This consistency helps in reducing biases and ensures that all employees are assessed on the same criteria.
6. Goal Setting and Achievement Tracking
Use Case: Align employee goals with organizational objectives.
How it Helps: Competency assessments can help in setting specific, measurable goals for employees. HR can track progress on these goals, ensuring alignment with the company’s strategic objectives.
7. Hiring and Promotion Decisions
Use Case: Make informed hiring and promotion decisions.
How it Helps: Understanding the competencies required for different roles allows HR to make better hiring decisions. For promotions, competency assessments can identify employees who are ready for the next step in their careers.
8. Diversity and Inclusion Initiatives
Use Case: Promote a diverse and inclusive workplace.
How it Helps: By evaluating competencies related to cultural awareness and inclusivity, HR can identify areas where the organization needs improvement and create initiatives to foster a more inclusive environment.
9. Team Dynamics and Collaboration
Use Case: Improve team performance and collaboration.
How it Helps: Assessing competencies such as communication, teamwork, and conflict resolution can help HR identify strengths and weaknesses within teams. This insight can be used to facilitate better team dynamics and collaboration.