Accurately mapping skills and levels across teams lays the foundation for future growth—both individually and across the wider business. To get the most out of this activity, please follow these steps when conducting skill assessments.
On Potential, each individual conducts a self-assessment of their skills. To ensure
this data is verified, managers must also conduct a skills assessment of their
team members, then work with them to find alignment on the selected level.
Follow these steps when conducting skill level assessments of your team
members:
1. Assess your team member’s skills based on role requirements: The
first stage of a skills mapping exercise seeks to capture the skills of each
team member in relation to their current role. On Potential, once you
assign a team member’s occupation, you will automatically see a list of
skills to assess relevant to their role. This should encompass between two
and seven skills, although some roles may have more.
2. Be as accurate as possible when selecting levels: Read the level you
select carefully and consider those above and below. For a team member
to achieve a particular level, they must be able to perform at least 80% of
tasks listed in the level description. To maintain accuracy and
consistency, assessments should be based on the level an individual has
demonstrated, rather than what you believe they may be capable of.
Note: SFIA skill level descriptions do not describe knowledge, they
describe the application and mastery of skills. Working knowledge of a
skill is not enough; an individual must be applying that knowledge in a
workplace context.
Note: In some instances, an individual may have a skill at multiple levels.
For the purposes of assessing skills on Potential, the level selected should
be the highest level you have observed. If you haven‘t seen them
perform a skill at all, simply select ‘The employee does not currently
demonstrate this skill ‘.