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

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

Book