Dear All,
I am working on Bell Curve Assessment and need assistance on the following points:
1) How to assess Bell Curve in a growing organization?
2) How should the percentage be divided among A, B, C, D, and E?
3) What major aspects should 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
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1I am working on Bell Curve Assessment and need assistance on the following points:
1) How to assess Bell Curve in a growing organization?
2) How should the percentage be divided among A, B, C, D, and E?
3) What major aspects should 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
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Hi, My thoughts...
1. Depending on the number of people you 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.
(Continued) In a growing org, 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.
From India, Mumbai
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1. Depending on the number of people you 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.
(Continued) In a growing org, 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.
From India, Mumbai
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Hello Nipun,
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.
Below are examples of both the bell curves; you may need to tweak them depending on the needs of your organization:
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%
From United States, Chicago
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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.
Below are examples of both the bell curves; you may need to tweak them depending on the needs of your organization:
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%
From United States, Chicago
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