Performance evaluation grids

The assessment grids include the skills listed to initially assess

• the comfort zone or learning zone for the employee

• the level of expertise required by the manager (priority or optional)

• the planned acquisition period of said skills validated by both parties

Valider ensemble la grille d'évaluation des performances en prenant en compte zone de confort ou zone d'apprentissage

The performance evaluation grid therefore includes objective and measurable elements of

1. know

2. know-how

3. know-how

The required skills are found in the 3 forms in order to quickly determine the type of support needed by the employee:

1. Knowledge: training, support from a referent, tutor or manager

2. Know-how: support in an operational situation to show and then have it done and make adjustments until the employee meets expectations and is autonomous

3. Soft skills: the establishment of rules, codes of conduct, physical and psychological postures which will be regularly encouraged

   
   

The specific operational skills expected will be captured in skill categories. Here's an illustration from the Crews Best back office.

Création de catégories puis rédaction des compétences dont les performances seront évaluées

The difference between competence and performance

Performance is linked to the mission and the individual's ability to respond partially or completely to the request.

The skill is to be acquired, worked on or acquired according to the level of satisfaction of the internal or external customer.

In other words, performance is the result, competence is the ability to act according to the situation.