Capturing Ideal Performance and Gap Analysis On One Page – The Performance Model Chart

Used for Instructional Analysis – and Performance Improvement Analysis for my PACT and EPPI methodology-sets respectively.

Once you have established the chunks of Performance – the Areas of Performance – such as the performance chunks of an ADDIE, or a DMAIC model – you are ready to detail those AoPs on the Performance Model charts.

Here is an example.

You can detail the A, the D, the next D, etc.

However … I don’t use the ADDIE model per se, I use this variant…

Back to the Performance Model.

Ideal Performance

First – you get the information to complete the left hand side – with quality input. Either based on interviews and observations – or as I do it: with a group of handpicked Master Performers. Handpicked by the client’s Project Steering Team.

The left half of a Performance Model Chart describes ideal performance.

This information includes:

  • The Area of Performance (AoP)
  • Outputs produced and their measures, per AoP
  • Tasks performed, per Output
  • Roles and responsibilities, per Task

Gaps from Ideal Performance

Second – the gap analysis.

The information in the right half of a Performance Model captures and articulates actual performance, via a gap analysis.

That Gap Analysis data includes:

  • Typical Performance Gaps (where standards for measures at any level are typically not being met by job incumbents)
  • Probable Causes, of those Typical Performance Gaps
  • Differentiation of those Probable Causes into one or more of three categories of deficiency
The Gap “Probable Causes” – or “Root Causes” if you really took the time to do that – is identified for each gap.
The causes are attributed to one of three types:
  • dE: deficiency of environmental support
  • dK: deficiency of knowledge and skills
  • dI: deficiency of individual attributes and values
This very visual approach to Performance Analysis is captured in this format and reported out in that same format – for reviews and approval.
Then the data is reported out differently for use in the facilitated process of the group Design process.
Another example:
ABC Sales PM Chart Example
Another:
Slide4

Book

For more on the Performance Model and the Analysis Process – see my new book: “Analysis of Performance Competence Competence Requirements” – for ordering info please see here.
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One comment on “Capturing Ideal Performance and Gap Analysis On One Page – The Performance Model Chart

  1. Pingback: My Site’s Top 30 Posts/Pages Since 2007 | EPPIC - Pursuing Performance

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