A score of 26 – 74 suggests there are opportunities to improve the knowledge, experience or application of your employees in key components of the operation. The chart shows your assessment results for people which have been derived from the 6 relevant components. There are always opportunities to improve and the chart gives an indication of where the improvement can be made.

Questions to ask

Is there a defined organisation structure with a defined job roles, responsibilities and boundaries of authority and control?
Have the incumbent employees been assessed against their job description?
Have development needs been identified and is there a development plan?
Are there clearly defined and communicated goals?
How are they measured?
How is data collected and analysed?
How is performance communicated?
Do we have the knowledge and experience to improve the process?

Starting point

Ensure there is a defined organisation structure, with defined job roles, responsibilities and boundaries of authority and control.
Determine whether the current levels of knowledge and experience within the organisation can be developed to improve performance.
Agree a set of targets both team and individually based.
The management team leads the development of their people by planning in learning time.
Establish or re-engineer the skills matrix and associated training plan.

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