| 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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