2
Add the numbers in each column and total them. A score of 27
or less probably indicates a need for counseling and/or coaching in
several areas. A score of 54 or less points to the likelihood of
coaching in several performance areas. A score of 63 or better
indicates that greater results would come from mentoring.
This form can be useful for you in interview situations when
you are evaluating skills and aptitude. The questions elicit insights
that give you an edge on determining who can do what and how.
On-the-Job Contact
No understanding of employee aptitude and performance is
complete without observing the employee in the actual job setting.
This will be easier in some environments than others, of course.
Evaluating an assembly line technician is easier than evaluating a
writer. Or observing a CAD operator is easier than assessing a
computer programmer. Nonetheless, your collective impressions
from viewing each team member on the job will contribute to your
overall assessment of that person’s attitudes and aptitudes.
What exactly are you looking for? Although the following
checklist is very general, it should provide basic working
guidelines for observing and evaluating members of your team.
Note how the elements positively guide results, regardless of the
job or industry. It is as useful for your front-desk professional as it
is for your line personnel or the independent contractor.
The Five-Step StaffCoaching™ Model