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.
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
- dE: deficiency of environmental support
- dK: deficiency of knowledge and skills
- dI: deficiency of individual attributes and values