nipunwadhwa
1

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
ranadatta3012
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
mallikapathy
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
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