If you wish to have an objective, valid, current and transparent evaluation of an individual’s performance, then consider using an Assessment Centred  or Development Centred approach. Assessment Centres provide a fair, consistent and reasonable methodology to support: re-organisations, selection for internal promotion, ensure diversity and maintain equal opportunities.

A Development Centre can be used to establish existing skills and competencies, to  identify development needs based on what is now required (or for the future), which then provides a benchmark against which you can re-review skills improvement in, say, 6 months' time. Some of our clients are linking pay increases to improved skills applications, based on business improvement, e.g. reduced staff turnover, absence; or improved utilisation figures, or the achievement of a major project.

Your in-house skills can be developed with this programme, and/or to prepare those managers who will become involved in observation and contributing to the Development Centre.

• Principles and purpose of the Development Centre (who it is aimed at)
• Observer training, plus methodology
• Recruitment/Development/Promotion
• How the process works and key activities
• Importance of competencies

As these are tailored programmes please contact Adrian Towell who has specific expertise in this area, for a quote and timescales. Telephone: + 44 (0)1242 252223.

Fife Business Group - Presentation March '05

• 'Excellent, all aspects were very inspirational and exciting – kept me interested and wanting to hear more!!' 
  
  
• 'Very interesting, Patricia maintained interest throughout' 
  
  
• 'It was ENERGISING and will be useful for any organisation attending' 
  
  
• 'Excellent energised speaker who made effective points to provide much food for thought' 
  
  
• 'Put over very relevant points in an easily understood and amusing manner; very insightful'