STELLAR Skills Assessments

Good training decisions, like any other significant investment, are based on good management information - or should be...

STELLAR is a adaptive performance assessment technology that allows organizations to make more focused and relevant training decisions that are aligned with business goals.

Existing Performance Models, Skill Gap Analysis, Human Capital Management Systems, Learning Management Systems typically assess skills using self, supervisor or peer assessments. Some provide a form of systematic and objective assessment - typically in the form of a test.

Gemini offers a systematic approach and performance modeling methodology to capture and document a company's customer contact business process, assess the organization against these metrics and generate powerful management information.

Unique STELLAR Skills Assessment Features

• Aligned with Custom Performance Model
• Real task scenario based assessments
• Responses are not evaluated against either right or wrong rather they are weighted (e.g. -5 to +5) and evaluated against the performance model
• By weighting responses, performance can be precisely modeled to highlight key performance characteristics

The Technology

• Compiles performance model and assessment questions
• Deploys assessments online to individual or groups of participants
• Performance characteristics and gaps are mapped to performance model
• Comprehensive organization and individual performance reports are generated

The Benefits

• Performance measurements of individuals, groups and organizations are made against actions and behaviors proven to improve performance.
• Assessments are based on the customized performance model that represents the desired state at your organization.
• Training outcomes are relevant, focused, and personalized.
• Other factors that effect performance are also identified, often unrelated to training.

Identify Performance Objectives

Corporate Interviews & Due Diligence

Interviews of senior operating management are conducted to quantify business goals, the perception of current performance and perspective of desired state.

Develop Performance Matrix

Develop & Validate Performance Model

Field Interviews of exemplar and nominal performers are conducted to determine the following:

• The "Operationalized" selling process
• Behaviors and actions repeated in the field that yield consistent performance
• Behaviors and actions repeated in the field that create barriers to performance
• Technical and product knowledge required to perform behaviors and actions

The results of the interview are then the basis for creating a composite "Performance Model" that is aligned with identified competencies and validated by senior operating executives.

Research Product & Technical Domains

Once we have identified the knowledge items necessary to support the performance model, we research the bodies of knowledge available in each domain to build accurate and complete knowledge models.

Develop Skills Assessment

• A situational matrix is developed and validated for each point of the performance model which depicts actions and behaviors ranging from "desired" to "nominal" and applies appropriate weighting characteristics.
• Context rich dilemma based questions are developed for each Performance Measure in the model.

Deliver Online Assessment

Deliver Online Skills Assessment

• Skills Assessments are scheduled and participants notified.
• Gemini hosts and supports the Assessment or provides software for internal hosting.
• Tracking of participation triggers a series of "encouragement" actions to achieve 100% participation.

Identify Performance Improvement Opportunities

Generate Performance and Skills Reports

• Individual, group and organization reports are generated.
• Reports categorized at multiple levels aligned with the skills matrix.
• Skill gaps and improvement opportunities are highlighted based on the desired performance model.
• Reports are circulated to individuals and appropriate managers.

Implement Training Plan

Performance and Skills reports identify development opportunities. Specific learning events such as eLearning, Instructor-led, mentoring, other learning material or sales tools are mapped to the performance matrix in GeMS. This mapping can be applied at four levels - from the overall assessment down to an individual question. Learning events can be either suggested or mandated according to "trigger" values that are part of each mapping an individual performance improvement path as the end result. Training and other performance improvement interventions can also be developed and implemented based on organization or group level reports. GeMS tracks and manages the users activities.

Users are automatically seated, scheduled and notified for learning events and their progress can be monitored and reported on using GeMS.

Re-assess Performance

Performance Improvements are ultimately measured in terms of actual performance - sales, profits, customer satisfaction and these indicators are used to validate and enhance the Performance Model. Users, or representative samples of users can also be re-assessed using the same, or similar online assessment based on the same Performance Matrix. Comparative "before and after" reports are generated by GeMS indicating the impact of training and other performance interventions.