360 and Performance Assessment Design

Get a competency framework right for your organisation and your talent management practices make a real and lasting contribution. Get it wrong – or choose not to have one at all – and performance management and succession planning is compromised.

Identifying talent requires objective and robust assessment.

Off-the-shelf assessments have their place – and are great at identifying generic traits and abilities.

But at times you need something more specific to reflect your organisation or roles or culture.

We develop, test and validate bespoke assessments across all sectors, at every level of talent and every stage of talent management.

Our bespoke assessment design service can design:

  • assessments for use at performance appraisal.
  • 360 degree feedback assessments for learning and development planning, and high potential identification.
  • exercises to differentiate between higher and lower performers.

Our assessment design and development approach is straightforward:

Practical skills – not just the theory

We’ll make sure that the assessment is practical, pragmatic, and workable – and that the competencies you need are measured across a variety of instruments. And we’ll make sure that you’ll access the information in easy-to-understand and easy-to-read reports.

Your organisation is unique (well, almost)

We’ll identify which competencies lead to success is your organisation – but we’ll build on the knowledge and expertise we have acquired from research and best practice to give a customised assessment. We offer our in-house developed and forward-thinking competence framework as a ‘starter for ten’ if you need it and at no cost.

Assessment design: robust and secure

We provide a complete solution by using our robust online Talent® system to deliver the assessments – backed by our service level guarantee.

Designing your own assessment will:

Frequently Asked

Business psychologists design a bespoke 360 customising it around your competency framework or by tailoring another. They write and test the items and scales, analysing the data to ensure utility.

Off-the-shelf assessments work well – but investing in developing your own customised 360 reflects your brand, roles and organisation and is focused on the skills and behaviours relevant to you.

Base the items, ratings, language and workflow process on your organisation and competency framework. A customised 360 builds engagement and reports only on the relevant skills and competencies.

Work with a business psychologist to map out a bespoke performance review, select a configurable performance review tool, tailor the language, ratings and reports to meet your needs.

At its core is the robustness or dependability of the assessment. It must also be practical, pragmatic, and workable in your organisation – easy to understand and results are easy to act upon.