Skill Levels and Assessments
As with everything we do in the “Learning” business we are constantly adjusting our Learning Paths and Skills levels to reflect the scores we have been seeing from our Job Function Assessments. We are going to change the “Names” of each of the levels. We have used Basic, Intermediate, Advanced and Expert. Those are terms that we felt everyone would understand. We are going to change those terms now to use those most common in education. Now we are going to call the Assessments Levels Developing, Beginning, Intermediate and Advanced.
Let me explain what they mean:
- This is the phase of an employee’s employment where they are learning the job, they are being trained, either by mentor or their boss, in how to do the job. This is in keeping with Don Shillings approach to employee development – “Grow Your Own.” This is an apprenticeship approach. Here is when they are shown how to do the job and then helped to do the job. This is before the employee is given the full control on their job. There is direct supervision of the employee in this phase.
- This is the phase that the employee is in when they know how to do the job. Now they are learning how to take advantage of that knowledge and put into action their particular skills and competencies to make their job more effective. This is when the supervision tapers off and is no longer on a tsk by task or day by day basis.
- Is the phase where the employee knows how to do the job better than most other people. They have a level of competency that requires less direct supervision. We must always remember that every individual starts their work experience with their job as an excited person. They are starting a new job and they are excited. Then depending on how the leaders treat them they will either grow into a self-reliant achiever or disillusioned and demotivated employee. It is really more dependent on the type of leader than the type of employee.
- This is the final phase of the learning path. A self-reliant employee who is ready and able to take on additional tasks and job functions. This is the final stage of this step on the career path of the employee.
We are also changing the threshold scores for each of these levels. We started with quartiles (25% blocks). That each individual taking our assessments would be coming to us with similar skill levels based on the standard score rating of quartiles. Twenty five percent blocks. We have found, based on the result of the assessments and our discussions with the employers that this does not apply in our Industry, nor for our employees. It is rather a triangle where we have a lot at the bottom of the triangle and a much smaller group at the top. We are moving to the following skill levels.
Developing 0% – 50%
Beginning 50% – 75%
Intermediate 76% – 90%
Advanced 91% – 100%
This is a significant change, but much more accurate relative to the skills of the employees by job function. It is important that we share this with you, our audience and clients. Thanks for your interest in our programs and we will continue to strive to improve and adapt our programs as the facts dictate.
The Time is Now