WRS Feedback Overview

1. WRS Feedback Overview

2. Agenda • Introduction to WRS Assessment • Feedback Report • Developmental Planning • Best Practices • Summary/Wrap Up

3. What is AccuVision? AccuVision is a unique assessment • Combines video-based simulations of realistic job situations with computer-based scoring • An easy-to-use, accurate measure of employer defined soft skills skills What makes it an accurate assessment? • Normed on experienced employees across a variety of first time jobs and industries • AccuVision has been successfully used by many organizations for selection and development

4. Job Simulation • Example: Flight Simulator • Predictor of Success for selection and promotion • Coaching and Development Plans • Targeted Skills Training • Compares individuals to an employer defined standard of performance

5. AccuVision WRS System Feedback andDevelopmental Action Planning

6. Learning Objectives • Understanding and effectively using the AccuVision feedback report • Objectives of an Individual Developmental Planning session • Preparing for and Conducting an Individual Developmental Planning session

7. Overview of DAP Process Prepare for Development Action Planning Session Conduct Development Action Planning Session AccuVision Feedback Report Ongoing Monitoring and Evaluation • Skill Profile • Skill and Task Analysis • Performance Development Strategies • 2 Preparation Steps • Development Planning Strategy • Complete Pre-Planning Form • 7 Development Steps • Complete Employee Development Planning Form • Follow up with participant 2-2

8. How will AccuVision help your participants? • Feedback report gives objective and accurate measure of participants’ strengths and opportunities for improvement. • Report provides specific Performance Development Strategies for individual skills • Individual Developmental Planning process helps each participant improve soft skills skills that relate to a wide variety of jobs and career paths.

9. Feedback Report Overview • Overall Scores • Section I - Skill Ranking & Performance Level • Section II - Skill and task analysis • Section III - Performance Development Strategies

10. Skill Rankings

11. Skill Analysis

12. Performance Development Strategies

13. Overview of the IDP process • The purpose of the Individual Developmental Planning (IDP) process is to: • Clarify developmental needs • Formulate plans of action for addressing those needs • Engage the participant/student in the process • Develop well-defined action plan that is do-able by the participant • On-going follow-up & monitoring to encourage follow-through • The IDP process includes two primary tasks: • I. Pre-discussion analysis where the Feedback report is reviewed and Pre-Planning Form completed • II. Discussion and facilitation with participant to complete Individual Development Plan

14. 9 Steps for Conducting an IDP Pre-planning/Preparation: • Ensure that participant has received a copy of her feedback report, Pre-Planning Form, and instructions for completing the form. • Individually, the participant and the Facilitator review the participant’s feedback report and complete Pre-Planning Form. During the meeting: • Establish rapport • Explain the purpose of the session • Mutually discuss developmental information • Reach agreement on skills and aspects of skills to be developed • Reach agreement on developmental activities and complete written Individual Development Plan form • Schedule follow-up • Close the session

15. Step 1: Review the IDP Process with Participant • Should be done before the planning session. • Can be done individually or as a group. • Objectives of the review: The participant/student has to understand • the parts of the report, • what they mean, • how to complete the Pre-Planning Form, and • that they must be actively involved in the process.

16. Step 2: Review Feedback Report . . . • Review Section I: Skill Ranking • Pay special attention to the two skills with the rank order values of 4 and 5. • Review Section II: Skill and Task Analysis • Review the situations in which the participant’s performance needs development. • Review Section III: Performance Development Strategies • Decide which developmental activities you think will be most useful for improving the participant’s skills. • Be original. Translate developmental activities on report in to real life situations in class or at home that your participants can use.

17. Step 2 (continued): Complete Pre-Planning Form • Complete Pre-Planning Form • Choose the skill(s) that you feel should be the primary focus during the session. • Select no more than two skills for development and limit total aspects of skill(s) to be developed to no more than four.

18. Step 3: Establish rapport • Always attempt to establish a constructive interpersonal atmosphere before discussing developmental issues. • Give the participant an opportunity to express any concerns they may have about the process, general comments, etc… • Comment positively on any progress the participant has made or on their willingness to participate.

19. Step 4: Explain the purpose of the session • Indicate that the purpose of the meeting is to discuss developmental needs and formulate plans of action for addressing these needs. • Position the session as a benefit to the participant. Again, allow an opportunity to discuss issues and answer questions.

20. Step 5: Discuss developmental information Using the Pre-Planning Forms you and the participant have prepared, facilitate discussion about the skill areas. • Start by addressing the positive aspects of the participant’s performance. • Next, ask for the participant’s views on the aspects of his/her performance needing development. • If the participant appears reluctant to share his/her ideas first, you can begin the discussion.

21. Step 6: Reach agreement on needs • After thoroughly discussing developmental needs, you should reach agreement with the participant on which skills and skill area(s) to target for development. • Again, ask the participant to suggest potential developmental actions before offering your suggestions. • Discuss action plans to address the targeted developmental needs.

22. Step 7: Reach agreement and create IDP • After discussing potential action plans, reach an agreement on specific activities for each developmental need. • Focus on providing a detailed description of: • WHAT action or behavior will be completed, and • WHO is responsible for its completion. • Document planned activities on the Individual Development Planning (IDP) form. • Both you and the participant receive a copy of the completed IDP form.

23. Step 8: Schedule follow-up • Communicate that a follow-up meeting will occur within a specified time period. • Record this information in the “Follow-up” column.

24. Step 9: Close the session • Close the session on a positive note. • Discuss the developmental value of the experience • Stress the fact that the skills measured can be improved through developmental activities. • Express confidence in the participant’s ability to successfully address the areas targeted for development.

25. Self-development Activities AccuVision: “New” Information for Incumbents Discrepant Information Analysis • over worker • likable • accounts • territory Manager Coaching Activities Match (No surprises here) High • perf. reviews • 360° assessments • perception-based assessments • etc. Training Programs Subjective • poor job fit • boss conflict • personal issues • systemic issues Match (No surprises here) Low Low High Objective AccuVision Simulator

26. Pre-Planning Form Employee Name: ___________________________________________ Date: _______________________________ Skill: _____________________________________________________ 1. Task/Situation for Which Development Would be Beneficial: ________________________________________________________________________________________________________________________________________________________ Suggested Developmental Activities: __________________________________________________________________________________________________________________________________________________ __________________________________________________________________________________________________________________________________________________ __________________________________________________________________________________________________________________________________________________ 5-2

27. Employee Development Planning Form Employee Name: __________________ Date: _________________________ Manager's Name: _____________________ Sr. Manager: ______________________ Skill: ______________________________________________________ Comments: ___________________________________________________________________ _____________________________________________________________________________ Developmental Courses: _________________________________________________________ _____________________________________________________________________________ Aspects of Skill to be Developed (What) Time Frame (When) Process Checks & Follow-Up (Who Helps) Developmental Activities & Resources (How) 6-1

28. Common questions & concerns • What if the participant has a high level of effectiveness in all areas? • What if the participant has no skills with a high level of effectiveness? • The Feedback Report doesn't provide an overall score. What is my overall score? • In the AccuVision scenarios, what I would consider the “ideal” answer was never listed as a choice. Doesn't this call into question the test's results?

29. Common questions & concerns - continued • The Feedback Report indicates I’m weak in a skill, but I think that’s one of my stronger skills. • Why didn’t the video deal with specific services that our placements provide? • In Section II of the AccuVision report, statements print under either “Acceptable” or “Needs Development.” Are these statements different for each participant?