I am working on Bell Curve Assessment and need assistance on the following points:
1. Assessing Bell Curve in a Growing Organization
- How to assess the Bell Curve in a growing organization?
2. Percentage Division Among Categories
- How should the percentage be divided among A, B, C, D, and E?
3. Major Aspects to Consider
- What major aspects should be considered apart from training and identifying the top A-grade employees?
4. Additional Insights
- Anything else you deem fit to share with me?
Thanks and Regards,
Nipun Wadhwa
From India, Delhi
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11. Assessing Bell Curve in a Growing Organization
- How to assess the Bell Curve in a growing organization?
2. Percentage Division Among Categories
- How should the percentage be divided among A, B, C, D, and E?
3. Major Aspects to Consider
- What major aspects should be considered apart from training and identifying the top A-grade employees?
4. Additional Insights
- Anything else you deem fit to share with me?
Thanks and Regards,
Nipun Wadhwa
From India, Delhi
Acknowledge(0)Amend(0)
My thoughts...
1. Depending on the number of people, you need to fit them into the BC (growing organization or whatever).
2. Normally, we give A 10%, B 20-30%, and the rest is C. (Continued) In a growing organization, you could look at 30% for B and reduce it as you mature.
D and E are offsprings of C normally. They are usually the people whom you would want to weed out or replace. The difference is that those in D could be given some additional inputs and put on an 'observation' period. E you would want to exit as soon as possible. If you are looking at numbers, normally D and E would be approximately 30%.
3. Always remember, in A and creamy B, promote only those who can do the next level job well. Not everyone who is currently doing the job excellently may 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.
Regards
From India, Mumbai
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1. Depending on the number of people, you need to fit them into the BC (growing organization or whatever).
2. Normally, we give A 10%, B 20-30%, and the rest is C. (Continued) In a growing organization, you could look at 30% for B and reduce it as you mature.
D and E are offsprings of C normally. They are usually the people whom you would want to weed out or replace. The difference is that those in D could be given some additional inputs and put on an 'observation' period. E you would want to exit as soon as possible. If you are looking at numbers, normally D and E would be approximately 30%.
3. Always remember, in A and creamy B, promote only those who can do the next level job well. Not everyone who is currently doing the job excellently may 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.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)
Depending on whether you go for a 4-point or 5-point bell curve, the below percentages can be assigned to each category. It is important that you sort the scores of the staff in descending order.
5-Point Bell Curve
- Exceeds Expectations: 10%
- Above Expectations: 20%
- Meets Expectations+: 20%
- Meets Expectations: 45%
- Needs Improvement: 5%
4-Point Bell Curve
- Exceeds Expectations: 10%
- Above Expectations: 10%
- Meets Expectations: 70%
- Needs Improvement: 10%
Regards
From United States, Chicago
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5-Point Bell Curve
- Exceeds Expectations: 10%
- Above Expectations: 20%
- Meets Expectations+: 20%
- Meets Expectations: 45%
- Needs Improvement: 5%
4-Point Bell Curve
- Exceeds Expectations: 10%
- Above Expectations: 10%
- Meets Expectations: 70%
- Needs Improvement: 10%
Regards
From United States, Chicago
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