Performance - based Assessments
 
One of the greatest challenges during the selection process is administering the process in a timely manner so that you don’t lose top performers to the competition, or to jobs in other organizations. It is also important to make efficient use of your time so that time away from regular duties during the selection process is kept to a minimum.

These challenges can be overcome through the use of performance-based assessments. Assessments completely evaluate an applicant’s skills/abilities and personal suitability for the job, using a series of written performance-based exercises and questions. In a sense, it’s like a written interview but much more.

Performance-based assessments are written exercises that help to evaluate short-listed applicants before they proceed to the interview. Develop them by collecting a sample of the key duties and challenges unique to the actual job vacancy.

The range of activities an incumbent would typically perform on the job over six to twelve months is translated into a set of paper-based or computer –based questions and exercises that take the applicants approximately one to three hours to complete.


Advantages include:
  • More than one applicant can perform an assessment at the same time.
  • They can also be completed and submitted electronically, either on-site or around the globe.
  • Some of the exercises and questions compiled during development of assessments will be better suited to and subsequently used as performance-based interview questions.


For instance:

  • a computer analyst would be required to debug software
  • a manager would be required to review an employees work, identify mistakes, make suggestions for improvement and provide feedback
  • a marketing co-coordinator would be required to create and lay out promotional materials using appropriate software
  • an executive director would be required to develop strategies/direction, take action and make decisions based on the contents of a briefing file.



Developing Performance-based Exercises
In addition to technical exercises, applicants must also solve a set of work-related problems that demonstrate their ability to perform well within the confines of a certain department or company culture. Performance-based exercises and questions are easy to develop, as they are derived from the job. Furthermore, they can be developed to simulate any type of corporate culture, work environment or job problems. Even team-work, management skills and interpersonal interactions with co-workers or customers can be assessed.

  1. Identify possible performance-based exercises by reviewing the detailed job specific or technically essential qualifications for examples of work (duties, activities, documents produced, services provided and assignments, etc.) where the employee is involved in gathering or processing information, products and/or services (make decisions, take actions, etc.)
  2. Describe the type of information needed (typical instructions or requests, real background information employees need to complete assignments, summarized files or printouts to review or for action, etc.) to create two to ten performance-based exercises.
  3. Gather background information for each performance-based exercise (files, instructions, requests, etc.) in a summarized (one or two pages) narrative or point-form format and/or actual documents or printouts from the job (if they are only a few pages in length).
  4. To create performance-based exercises, include background information and include two to four of the following statements for each:
    • Describe what actions you would take ..., including...
    • Describe any risks associated with your actions or steps and alternatives you would suggest to minimize risks.
    • List the key elements you would include in ... and provide reasons why you ...
    • List the information you would collect and how or where you would collect it.
    • Describe the steps you would take including time frames
    • Outline the process you would recommend to...
    • List the issues or items that should be considered for ...
    • List who you would involve in ...; what their roles would be and indicate why.
    • Describe how you would prevent this type of situation from occurring in the future.
    • Outline three to five options you would consider to ... and provide reasons why.
    • Indicate three to five significant changes that occurred in.... over the past year.
    • Indicate three to five significant changes or challenges you expect in.... in the next three years and outline your strategies to ...
  5. Once the exercises are complete, title them and add a suggested completion time (usually 10 to 45 minutes for each exercise depending on the number of questions asked and amount of work required).