The first step is to define the needed skills, including technical, interpersonal and leadership for the various supervisory roles. One can do this by one of three methods:
1. get a representative sample of supervisors, their direct reports and managers together to brainstorm the necessary supervisory skills.
2. consult one of the available supervisory/leadership models.
3. ask supervisor’s managers
Depending on time and resources available, segment each skill into four or five skill levels, each behaviorally specified.
Compile a draft skills matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list supervisor roles down the left side and required skills along the top. In each intersecting cell, enter the code for the required skill level for that role and that skill.
Submit the draft skills matrix to supervisors and their managers for input and then get the managers to sign off.
Then compile a mirror skills matrix that shows actual skills held by each supervisor. Using the above matrix as a template, compile another matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list supervisor names down the left side and skills along the top. In each intersecting cell, enter the code for the achieved skill level for that supervisor and that skill.
Achieved skill levels may be assessed by:
-the individual supervisor
-the supervisor’s manager
-a multi-rater instrument (e.g. 360-degree, appropriate for soft skills)
-a competent internal workplace assessor
-a competent external workplace assessor
-an online assessment tool
To what level one defines skills and to what degree one assess skills will depend on your purpose in conducting the gap analysis. benjamin |
