How is the competency framework linked to performance management and development in your organization?

Team & Organizational DesignTalent Management & Performance
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Director of HR2 years ago

Our competency model is closely linked to performance management. At end-of-year, employees are rated both on the what (goal) and the how (exemplification of competencies). The overall rating is the result of both. This urges employees to focus on how they engage and get work done. 

Director of Corporate Development2 years ago

Any updates on assessing competencies? we are undertaking this within my org

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We currently use a 5-pt overall performance rating but are considering expanding into separate "What" and "How" ratings.  Does anyone use this or a similar dual ratings approach?  Any advice?

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What do you prioritize the most in a job?

Benefits (healthcare, paid time off, etc.)7%

Hours flexibility21%

Location flexibility18%

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Work-life balance13%

Workplace culture12%

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I need help with a talent pipeline program that is specific to manufacturing.

Where is your team currently working?

We are fully remote.15%

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I’m looking for guidance or examples of effective High Potential (HiPo) development strategies in manufacturing environments where: - Upward mobility is limited due to lean org structures and long-tenured leadership - Work is deliverable-centered and production-driven, with limited room for flexible scheduling - The majority of HiPos are frontline or mid-level talent not positioned for near-term promotion How have others successfully engaged and developed HiPo talent under these constraints?