January 30th, 2009 by The ECI Team
We’ve been preparing competency models for our clients for over 17 years. As you recall, we define competency as skills, knowledge and abilities applied for a specific outcome. Only when we understand what the real outcomes of performance are can we build complete models that really help people perform their best.
Lately, we have been asked to align our competency models to various web based systems, generally covering 2 to 3 different levels of jobs within the same family. Often these models will be used in combination with a more global statement of competency that is based on the company’s value or vision statement. I am still unsure whether this is a good approach or not. But of course, we do as our customers ask and endeavor to establish clear expectations for performance within the broader context of a group of jobs. Read more…
Filed under: Competencies, Organizational Development, Talent Management |
Tagged: competency systems, correlation of competency to results, Keeping High Performers |
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January 22nd, 2009 by The ECI Team
When it comes to assessing the validity of behavioral event interview questions, we need to understand what we are attempting to do. Some people loosely use the term “validity” to mean “we had the questions reviewed by our legal counsel, or senior management, or our consultant, to determine whether they met standards for selection in the Uniform Guidelines.” This approach is a first step in ensuring validity of a question, but it certainly doesn’t meet the full criteria. In this context, however, there are a few points to check as you begin to assess validity of your questions. Read more…
Filed under: Hiring Employees, Interviewing |
Tagged: behavioral event interview questions, job specific |
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January 8th, 2009 by The ECI Team
We build structured hiring processes for our corporate clients. Some of the processes we see, prior to the revision, are long-drawn out systems of multiple steps and the collection of data that one would be hard pressed to review, much less show that the step was job related. The issue of valid selection criteria is emerging as a area of interest to employment lawyers. Today, you need to be able to show the validity and business necessity of any selection criteria you use. You must be able to document that the standards you use for selection are in fact essential to the job and/or predictive of success on the job, while not causing disparate impact on protected classes. You must be able to show through statistical analysis of your workforce data that the selection criteria is in fact related to factors demonstrated by your own workforce at particular established levels. Read more…
Filed under: Hiring Employees, Interviewing |
Tagged: Hiring criteria, Job Descriptions, Personality Testing, psychological testing in the hiring process, selection standards, Validating selection criteria |
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January 5th, 2009 by The ECI Team
My sister was an executive vice president in banking. She decided to retire when she saw the sub-prime market starting to go crazy and realized that the way she believed a book of mortgages should be developed and managed differed substantially from others in the industry. Too bad she didn’t stick it out. While my sister is a very strong person and does have a strong sense of justice, I doubt that she would have been able to overcome her high level of correctness to shame the industry into taking the higher road. Nonetheless, she was a very effective leader in her own right and we often discussed how she was managing some of the issues she faced in overseeing her team. Read more…
Filed under: Business Management, Current Discussions, Improving Performance |
Tagged: rules and guidelines |
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