Manage behaviour indicators

You make competences specific with behaviour indicators. They indicate the required behaviour. You can also add text lines. Performing well shows itself in ... the following behaviour indicators. In practice, behaviour indicators are also referred to as behaviour examples or operationalisations.

You determined the competence levels in the previous step. The connection between the competence levels and behaviour indicators depends on de assessment model selected:

• Assessment method A: Assess the overall competence

  You determine the competence level of the employee during the assessment of the competence. You specify the level for each behaviour indicator with regard to this. This allows Profit to determine the overall level of the competence (=average). Using this method, all behaviour indicators have the same weight. This means that all assessed behaviour indicators are taken into account to determine the average level.

• Assessment method B: Assess the competence level

  You specify the required behaviour indicators for each level. During the assessment, Profit only examines the behaviour indicators of the required level of the employee. Profit then determines whether the employee reaches this level. Using this method, all behaviour indicators of the same level have the same weight.

Check and add behaviour indicators

Check the supplied behaviour indicators and, if necessary, add new behaviour indicators. The below procedure applies to both assessment method A and B. The only difference is that in the case of assessment method A all behaviour indicators have the same level, while in the case of assessment method B a level structure is used.

To manage behaviour indicators:

1. Go to: HR / Competence management / Configuration / Competence
2. Open the required competence.
3. Go to the tab: Level.
4. Open the properties of the required level and change the descriptions (if necessary). Default descriptions have already been entered for the Profit competences, but you must supplement them for your own competences.
5. Go to the tab: Behaviour indicators.
6. Edit the behaviour indicators that have been copied when you copied a Profit competence.

   You have to edit the indicators because when you copy a Profit competence, all default indicators of that competence are copied as well. Adjust them to the organisation's situation:

   1. Delete the indicators that are not relevant for you to ensure they are not involved in the assessments.
   2. Check the description in Required indicator. This description is used on assessment forms and should always be formulated positively. This description indicates the required behaviour.
   3. The Contradiction is not yet used in Profit. You can define it for information purposes.

   The Level of a behaviour indicator is only relevant for assessment method B.

7. If necessary, add new indicators.

   If you add a new behaviour indicator, it will automatically indicate the choice group when creating a new assessment.

Structure behaviour indicators per level (assessment method B only).

You will be subdividing the behaviour indicators for each competence level. First, determine the competence levels and then the corresponding indicators. The data has also been supplied for the Profit competences, but you can change the data items.

To structure behaviour indicators per level:

1. Go to the tab: Level.
2. Open the properties of the required level.
3. Go to the tab: Behaviour indicators.
4. Click on: New.  to add behaviour indicators.

   Select the check box for the required behaviour indicators and click on Finish.

   You can add behaviour indicators if required by returning to the properties of the competence. Go to the Behaviour indicators tab and add the required behaviour indicators.