Competency Assessment Instruments

by Catherine Capozzi

Businesses use several tools to assess the competency of their workers. Such instruments measure the ability to perform the job and ancillary skills such as spatial reasoning. Moreover, employers have an increasing need for global competency assessment tools; these measure the worker's ability to handle international business contacts and a multicultural office environment. The way these instruments are used and in what context depend on the needs of the business.

Oral and Written Examinations

Oral and written examinations may be given before an applicant gets a job offer or throughout the worker's employment. An interview is an example of an oral examination: The applicant must answer how the experience on her resume is a good fit for the job, among other questions. Other companies and organizations perform a written competency assessment. The State Department, for instance, requires all applicants to undergo an exam testing their skills in foreign policy and political events in order to become a Foreign Service Officer. Both of these types of examinations test subjects relating to the industry.

Practical-Skills Examination

Many hands-on positions require the employee to possess competencies that can only be measured by observation. For example, professions such as aeronautics and athletics, and positions in manufacturing, require an observational approach. Companies that use this type of competency assessment instrument typically grade the performance of the applicant according to a checklist or rubric. This rubric provides a quantitative measuring tool by which the evaluator can rank the candidate in comparison to other applicants.

On-the-Job Monitoring

On-the-job monitoring gauges competency based on routine surveillance of the worker while he is performing the job. This type of competency assessment is often conducted without the applicant's knowledge. An example of this type of tool is when a customer receives a receipt asking her to call the hotline and conduct a survey about her experience with the service worker. Supervisors may also conduct a periodic audit of the employee's work and gauge the person's grasp of the job at hand.

Peer Assessment

Peer assessment is another competency instrument used in circumstances where group projects and collaborative ventures are common. Peer assessment may arise after the project's cessation or occur periodically throughout the task. This method may be informal: Group members discussing performance on a recently-completed task is an example. Alternatively, higher-ups may request each member to submit a thorough, written evaluation regarding the performance of their peers. In the latter case, questions on the evaluation include the member's availability, if he submitted work on time and whether his skills were up to par in the completion of the task. Some fields are better suited to peer review assessments than others; colleges and universities are prime examples of environments conducive to this type of evaluation.

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