Basic rules for competency frameworks in 360 degree feedback

Monday, October 13, 2008 by Brendan Walsh

Here are some rules of thumb to help out if you take on the task of creating a competency framework for a 360 degree performance appraisal.

Less than 12 competencies per role
Cluster the framework for ease-of use
Contain both definitions and examples to aid understanding
Tailor off-the-shelf frameworks where you can. Re-inventing the wheel is highly unnecessary for a lot or roles
Create a forward-looking framework. What behaviours does the organisation want/need rather than what do they currently have
Seek out best practice in each area

There are some great technical resources around how to write the statements which are too detailed for here. Let me know if you want further advice in this area.

Brendan