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What is Competence Aligned Benchmarking™?
We use an objective process to determine the characteristics most closely associated with being successful on a particular job. We actually benchmark by looking at the characteristics needed on the job instead of just benchmarking people in that job. 

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How Much Money Can Competence Aligned Benchmarking™ Save My Organization?

We have developed three levels of “Wrong Hire Cost Estimators™ to help you determine how much we can SAVE your organization financially just by using the competence aligned benchmarks™ and hiring the right people from the start. You determine how much money you want to save through the use of our competence aligned benchmarking™, assessment tools, and education. We show you how to get those savings! Click here or on the right for an estimator.


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Why Not Benchmark Just Your Very Best People?

Two reasons! First, when the competence aligned benchmark™ examines just the people, you are assuming you already have the very best people on the job. You may have some very good people on that job, but rarely are all of your top people the very best match for that position. 

Second, you may not have enough excellent staff on the job to develop a reliable benchmark. When you use only people to develop a benchmark, in order to have a statistically reliable and valid benchmark, you must have at least 30 people involved in the benchmarked group. This number of very top people rarely occurs unless you have a very large workforce for the position you benchmark.

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What Is In A Benchmark?

When we benchmark a position for you we discover the characteristics required to be the very best at that particular position. The characteristics we focus on are the behaviors, the values/motives/work-related passions and the interpersonal skills necessary to be successful on that particular job. These are not abstract theoretical characteristics. These are the set of very practical and concrete characteristics that we have measured and determined are needed to perform most effectively at a particular job. 

 

We strongly recommend developing a specific benchmark that most closely aligns with your organization and its needs. We recommend this because cultures are different across organizations, interpretations of similar concepts and words differ across organizations, and there is frequently the need for a very high level of accuracy, precision, and specificity when aligning benchmarks with the appropriate people for the job. If you follow our suggestion and work with us to develop custom benchmarks, our process takes anywhere from only one week to develop an accurate and precise benchmark that specifically meets your organization’s needs to up to four weeks. The exact time to develop the benchmark depends on how quickly we can take action within your organization and the level of cooperation within your organization we experience when developing the benchmark(s).

 CASE STUDY ORGANIZATIONAL
EXAMPLES

 

Benchmarking Sales Staff

 
Benchmarking Entire Office

 

Benchmarking Executive Position

 

 

We can use already developed benchmarks. We have over 100 specific jobs from across the country already benchmarked. If you feel the already developed benchmarks will work for your organization, we can start to help you use these benchmarks immediately.

 

We Use One of Three Approaches To Develop A Competence Aligned Benchmark™?

With all three approaches we work closely and directly with your organization. We can do the benchmark at your location or save you money via a conference call or using Internet technology.

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Approach # 1 - TriMetrix™Benchmarking
We use a multi-stage process in Approach #1. We work closely with a small team within your organization. In stage #1 we determine a brief list of primary accountabilities associated with the position we are benchmarking. In stage #2 each member on the team answers approximately 100 questions directly related to the brief list of primary accountabilities. We generate a report from the team's answers. In stage # 3 we present the findings from stage #1 and # 2. We generate a list of 3 primary behaviors, 3 primary values/motives and 7 primary interpersonal skills. We examine this list of 13 primary characteristics with the team to validate their fit with the requirements of the job. We them make any adjustments necessary and in Stage # 4 develop a 3 to 4 page instruction manual with the benchmarks and instructions on how to use the benchmarks.

We can work with your organization to train people on how to get the most from the benchmark, we can assist you in finding quality candidates that fit the benchmark, or we can consult and work directly with your internal HR department and/or any external search firm to assist you in maximizing the benchmark.

Approach # 2 - Behaviors and Values/Motives Benchmarking

   (Click to Enlarge Sample Competence Aligned Benchmark™)

This approach focuses on closely examining behaviors and values/motives of people currently in the position being benchmarked.   The organization generates two lists of people currently employed in that position. One list has people who perform in the top 25% and the other list has people who perform in the bottom 25% for that position. We work with the organization to identify a minimum of 30 and a maximum of 100 people in these groups to participate in the benchmarking process.

We can work with your organization to train people on how to get the most from the benchmark, we can assist you in finding quality candidates that fit the benchmark, or we can consult and work directly with your internal HR department and/or any external search firm to assist you in maximizing the benchmark

Approach # 3 - Combine Approach # 1 and # 2

We prefer and recommend Approach # 3 when possible.  This allows us to take two very different approaches to determine your benchmark. We then examine the results of both approaches, look for commonalities in the benchmark, and then assist you in using the benchmark. This increases our information in determining the benchmarks as well as increases the reliability and validity to the process.   In cases when we do not have at least 30 top 25% and bottom 25% performers, this approach is not possible.

Just like in Approaches # 1 and # 2, we can work with your organization to train people on how to get the most from the benchmark, we can assist you in finding quality candidates that fit the benchmark, or we can consult and work directly with your internal HR department and/or any external search firm to assist you in maximizing the benchmark

 

The people chosen complete a series of assessments that we examine to identify if there is any relationships between behaviors and values/motives with the different levels of performance. We then share the information with management, validate it, make any necessary adjustments and develop a 3 to 4 page instruction manual with the benchmarks and instructions on how to use the benchmarks.