ASK THE ANALYST
by Peg Dallowitz, Chief Analyst
April 1997
Q. Why are profiles of existing employees not given a numerical score? If I need a score, how can I get one?
A. When a profile for an existing employee is submitted to us, we assume that profile will ultimately be shared with the employee. He or she might be a stellar performer for you, but present circumstances and issues noted in the profile might result in a score below the "recommended" range. Having that score in print on the face of the profile could set up a roadblock to effective dialogue between you and that employee…not helpful.
For example, Mary Smith has been a CSR with you for several years. Now you are thinking of expanding the department and would like to "clone" Mary, find someone just like her. Mary isn't a typical CSR, as her profile shows her to be far more assertive, more flexible, less criticism-sensitive than would be expected.
But this works for you. A numerical score on Mary's profile might be below the "recommended" range, because she is atypical, giving you and Mary the impression she's not good at her job. A score isn't what you need in this case.
Instead, you should request we use Mary's profile as a benchmark against which we assess your future CSR candidates. Additionally, you should adjust your Set-up and Position Description to reflect Mary's traits, rather than signalling us to look for a typical, reactive CSR.
If you need to have a numerical score on an existing employee, just request it, preferably in writing on your profile cover sheet or in Part 4. If you want it on the profile, as if the subject were a candidate, we will assume you are NOT going to share that profile with the employee.
If you are going to share the results, ask for confidential scoring, which means we will put the relevant data on a fax cover sheet, in addition to calling you before transmission of the results. The printed profile format will be that which is used for career counselling and will not have the score anywhere on it. This can be especially useful when you are considering external and internal candidates for the same opening, as it will assist you in comparing their potential.
