| The
Performer Process |
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Clarity comes from the organisation using Profiler’s Role Profile Questionnaire and units of National Occupational Standards to specify roles. The organisation sets up these role templates in Profile Library.
Managers can assign roles from the Profile Library to team members or edit and approve
individually-generated Role Profiles.
The organisation can prioritise units for assessment in Profiler which are applied automatically to individual Role Profiles ready for assessment.
Individuals assess their performance asking for 360° feedback before using their results to target performance improvement. Learning priorities can be transferred to a personal development plan and users can search for learning resources to suit their individual learning preferences.
Individuals work to improve the consistency of their performance and, at the appropriate time, reassess their performance and ask for endorsement. Line managers use supervision and 360° feedback to confirm consistent performance and endorse the individual’s Record of Achievement for the unit(s).
The
Performer Improvement process is iterative.
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