Dear All,
I am working on Bell Curve Assessment. I need assistance on following points:-
1) How to assess BC in a growing organisation?
2) How shd be the percentage to be divided amongst A, B, C, D & E?
3) What major aspects to be considered apart from training and identifying the TOP A grade employees?
4) Anything else you deem fit to share with me.?
Thanks and Regards
Nipun Wadhwa
From India, Delhi
1I am working on Bell Curve Assessment. I need assistance on following points:-
1) How to assess BC in a growing organisation?
2) How shd be the percentage to be divided amongst A, B, C, D & E?
3) What major aspects to be considered apart from training and identifying the TOP A grade employees?
4) Anything else you deem fit to share with me.?
Thanks and Regards
Nipun Wadhwa
From India, Delhi
Hi. My thoughts...
1. Depending on the no of people u need to fit them in the BC (growing org or whatever)
2. Normally we give A 10%, B 20~30% and the rest is C
1 (contd). In a growing org u could look at 30% for B and reduce it as you mature
2 (contd). D and E are offsprings of C normally. They are normally the people who you would want to weed out/replace. The difference being those in D could be given some additional inputs and put on an 'observation' period. E you would want to exit asap. If u r looking at nos normally D and E would be approx 30 %.
3. Always remember, in A and creamy B, promote only those who can do the next level job well. All who are doing the current job excellently may not fit in for a promotion. Deal with them individually, fairly, firmly, openly and have a specific plan for them
4. Always have a soft/gut angle. While objectives are SMART it is never all about numbers.
From India, Mumbai
1. Depending on the no of people u need to fit them in the BC (growing org or whatever)
2. Normally we give A 10%, B 20~30% and the rest is C
1 (contd). In a growing org u could look at 30% for B and reduce it as you mature
2 (contd). D and E are offsprings of C normally. They are normally the people who you would want to weed out/replace. The difference being those in D could be given some additional inputs and put on an 'observation' period. E you would want to exit asap. If u r looking at nos normally D and E would be approx 30 %.
3. Always remember, in A and creamy B, promote only those who can do the next level job well. All who are doing the current job excellently may not fit in for a promotion. Deal with them individually, fairly, firmly, openly and have a specific plan for them
4. Always have a soft/gut angle. While objectives are SMART it is never all about numbers.
From India, Mumbai
Hello Nipun
Depending on whether you go for a 4 point or 5 point bell curve, the below % can be assigned to each category. It is important that you sort the scores of the staff in descending order.
Below are examples of both the bell curves; you may need to tweak them depending on the need of your organization:
Of the total audience in;
5 Point Bell Curve
Exceeds Expectations : 10%
Above Expectations: 20%
Meets Expectations+: 20%
Meets Expectations: 45%
Needs Improvement:5%
in 4 Point Bell Curve
Exceeds Expectations : 10%
Above Expectations: 10%
Meets Expectations: 70%
Needs Improvement:10%
From United States, Chicago
Depending on whether you go for a 4 point or 5 point bell curve, the below % can be assigned to each category. It is important that you sort the scores of the staff in descending order.
Below are examples of both the bell curves; you may need to tweak them depending on the need of your organization:
Of the total audience in;
5 Point Bell Curve
Exceeds Expectations : 10%
Above Expectations: 20%
Meets Expectations+: 20%
Meets Expectations: 45%
Needs Improvement:5%
in 4 Point Bell Curve
Exceeds Expectations : 10%
Above Expectations: 10%
Meets Expectations: 70%
Needs Improvement:10%
From United States, Chicago
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