Continuous skill assessment - how do you approach it?

Skills are moving to the center of the conversation on work. Individuals and organizations are trying to balance resilience, adaptation and effectiveness. Skill development and management are one way to do this.

Skills are not binary. We have different levels of expertise and may demonstrate different levels in different contexts. Skill assessments are an important part of skill and competency management. There are many different approaches to this, no approach works in all situations.

In this survey, we are exploring different approaches to skill assessment. We will use insights from this survey to guide development of the Ibbaka Talent Platform and the delivery of skill management programs.

If you would like to have a detailed report on the results, please share your email address at the end of the survey.

Question Title

* 1. How do you assess your own skills? (Please choose the top three ways.)

Ask my manager

Get a certification or micro certification (badge)

Show my work

Self assess - I know my level of expertise

Take formal training - to test the extent of my knowledge

From feedback on LinkedIn

Ask an expert

Take a test - to see how I do

Ask my colleagues - the people who work with me know my level of expertise

Other (please specify)

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* 2. Why would you assess your own skills? (Please choose the top three reasons.)

To get feedback so that I can improve

To demonstrate my expertise

To join a project

To apply for a job

To find people to work with

Other (please specify)

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* 3. How do you assess other people's skills? (Please choose your top three ways.)

Look at badges and micro-certifications

Ask an expert (subject matter expert)

Ask their manager

Look at certifications and academic training

From LinkedIn

Ask them to self assess

Look at their work

Ask their peers

Look at the outcomes of their work

Ask them to take a test

Look at their current skill profile

Other (please specify)

Question Title

* 4. Why do you assess other people's skills? (Please choose your top three reasons.)

To provide them feedback so that they can improve

So that they can be chosen for jobs

To return the favor (they assess my skills)

As part of a formal performance management program

So that they can be chosen for teams

So that they can be chosen for roles

Other (please specify)

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* 5. How does your organization act on skills assessments? (Please choose your top three.)

Advise people on learning

Succession planning

Managers coach reports

Advise people on career paths

Improve team performance

Make promotion decisions

Make hiring decisions

Other (please specify)

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* 6. Who assesses employee skills and performance in your organization? (Choose all that apply.)

Peers

Human Resources

Managers

An Artificial Intelligence Application

External Assessment and Certification Bodies

Experts (Subject Matter Experts)

Tell us more if the above options are incomplete, or you'd like to clarify anything.

Question Title

* 7. How does your organization currently assess employee performance? (Select all that apply.)

We have a 360 process for all employees.

We do a formal performance review at least once a year.

We have a 360 process that is just for key leaders.

We use qualitative feedback from colleagues and managers as part of our assessment process.

We assess performance using OKRs, KPIs or an equivalent, multiple times per year.

Other (please specify)

Question Title

* 8. Are skill assessments part of your formal performance management process?

No - we do not formally manage or assess skills

No - skill management and assessment happens outside of performance management

Yes - skill assessment is an explicit part of our performance management process

Yes - skill assessment is implicit in our performance management process

Other (please specify)

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* 9. How do you manage the privacy of skill assessments?

Only the individual can see the assessment

Only the individual and their manager can see the assessment

Only the individual and HR can see the assessment

Only the individual, HR and the manager can see the assessment

Only HR can see the skill assessment

Only the individual and people who assessed the individual can see the assessment

The individual can control who can see the assessment

Not relevant - we do not assess skills

Other (please specify)

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* 10. Do you or your organization use a skill and competency framework to help with assessments?

Yes - the framework is part of the assessment process

Yes - the framework is available for reference

Yes - the framework is used to develop assessments but is not used directly

No - but we have frameworks that are used for other purposes

No - we have frameworks but it is not clear how they are used

No - we do not have skill or competency frameworks

Other (please specify)

Question Title

* 11. What is your role in you organization?

Board or C-Level

Finance

Sales and Marketing

Customer Success and Customer Support

Product Management and Product Development

Project Management and Service Delivery

Learning and Development

Research

Other (please specify)

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* 12. What industry are you primarily employed in?

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* 13. How large is your organization?

1 to 50 employees

51 to 500 employees

501 to 2,000 employees

2,001 to 5,000 employees

5,001 to 10,000 employees

10,001 to 50,000 employees

More than 50,000

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* 14. What else would you like to tell us about skill assessment?

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* 15. If you would like to have the results of this survey please leave your name and email address.

Name

Country

Email Address

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* 16. If you are willing to participate in an interview on how you think about skill assessments please leave your email below. And thank you very much.