This template should be amended to suit specific circumstances and should clearly define actual skills/competence and experience being assessed.
Qualifications
| Level of qualification |
Score |
| No qualification for post |
1 |
| Part qualified/part completed qualification |
3 |
| Obtained qualification |
5 |
Skills and competencies
Skills and competencies to undertake the post linked to the job description and personal specification for the post. These need to be specific, measurable and linked to the post.
The 1-1, supervision, APDS and TNA processes should help determine these levels, eg a very high level of skills and competencies would be evidenced by no gaps in the TNA process.
| Skill and competence level |
Score |
| Unacceptable level in all areas |
1 |
| Acceptable level in one or more areas, with high level of gaps in most criteria |
2 |
| Acceptable level across all areas, with some gaps showing in most criteria |
3 |
| A very high level for one or more of the criteria and small gaps in all remaining areas |
4 |
| Very high level across all areas |
5 |
Experience and knowledge
Experience and knowledge to undertake the post linked to the job description and personal specification for the post. These need to be specific, measurable and linked to the post.
The 1-1, supervision, APDS and TNA processes should help determine these levels, eg a Very high level of experience and knowledge would be evidenced by no gaps in the TNA process.
| Skill and competence level |
Score |
| Unacceptable level in all criteria |
1 |
| Acceptable level in one or more areas, with high level of gaps in most criteria |
2 |
| Acceptable level across all areas, with some gaps showing in most criteria |
3 |
| A very high level for one or more of the criteria and small gaps in all remaining areas |
4 |
| Very high level across all areas |
5 |
Standards of work performance
Essential standards of work performance.
The 1-1, supervision, APDS and TNA processes should help determine these levels, eg a very high standard of work would be evidenced by objectives being met and standard of work provided.
| Skill and competence level |
Score |
| Non-acceptable standard of work performance and fails to meet objectives - in formal capability process |
1 |
| Low level of standard of work performance - informal stage of capability process |
2 |
| Acceptable level of work performance |
3 |
| Usually a very high level of work performance |
4 |
| High standard of work performance and always meets objectives |
5 |
Disciplinary record
| Level of qualification |
Score |
| Live final written warning on file |
1 |
| Live written warning on file |
3 |
| No disciplinary record |
5 |
Sickness/Attendance*
| Level of qualification |
Score |
| More than 1 trigger reached in previous 2 years |
1 |
| 1 trigger reached in previous 2 years |
3 |
| No triggers reached in previous 2 years |
5 |
* in cases where there has been disability-related absence or an Industrial Injury, the number of triggers above will be divided by 2, for example, a disabled employee who has reached 2 triggers in the previous 2 years will score 3 points and where they have reached 3 or more triggers, they will score 1.