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Skills-Matrix PDF
Skills-Matrix PDF
Skills-Matrix PDF
People Management
Skills Matrix
Purpose of Module
•Tom
•Dick 14
24
•Harry Off Sick or on Holiday 10
24
•Skills/Task 3 8 8 5 4 35
7 Scoring
•Score 12 12 12 12 12 12 72
•Possible Key
•Skill Level Key Performance
Indicator
•Un-Trained •Learner •Practitioner •Developer •Coach
How do we Quantify the Skill Levels?
Untrained: No experience of the skill/task/work instruction/package.
Criteria
Standard No Experience Can do with Can do without Can improve the Can train others
assistance & assistance or Standard in the Standard
Operation reference to the reference to the Operation. Operation.
Standard Standard Operation.
Operation.
Standard No Experience Can complete the Can complete the Can work to the Can work to the
Standard Standard Operation, Standard Cycle Standard Cycle
Cycle Tim e Operation, slower in 1.5x Cycle Time Time or quicker. Time or quicker.
than 1.5x Cycle or quicker
Time
Design No Experience Can build to Can build to the Can identify Can train others
required required related to the required
Specification specification only specification without specification specification.
with assistance & reference to the errors.
reference to the Standard Operation.
Standard
Operation.
Quality No Experience Understands Can achieve required Can take Can train others
quality quality standards & corrective quality in the quality
Specification specification & can demonstrate actions. standards.
& Key Points key points, but can reasons for key
not demonstrate points.
them.
Example of Comparison Std Times
• Example: A Drilling Skill could consist of the following procedures:
Standard
Cycle Time Tom Dick Harry
– Pre Safety Checks 60 Seconds 65sec 60sec 95sec
– Drill Bit Attachment 40 Seconds 50sec 40sec 75sec
– Marking Up 180 seconds 175sec 175sec 300sec
– Initial Hole Set-up 60 Seconds 65sec 55sec 85sec
– Alignment 100 Seconds 120sec 95sec 160sec
– De-burring/Swarf Cleaning 60 Seconds 65sec 55sec 75sec
– Post Safety Checks 60 Seconds 60sec 60sec 90sec
– Tool Maintenance 300 Seconds 350sec 290sec 450sec
Total = 860 Seconds 950sec 830sec 1340sec
• As a day to day planning tool to use skills where they are most needed.
N
A PL
A
CT
C K
E
H D • Develop all procedures
C O for all tasks.
Measure team members • Define skills required for
against procedures & each task.
performance measures. • Define level of
ability/competency.
• Define how we measure
performance.
How Skills Matrices Drive Improvements
• Check effectiveness of
the “Benchmark”
Monitoring and Control of Plans
•Troubleshoot
abnormalities from the Define a schedule
standard. for re-assessment of
•Introduce new the tasks or Work
improvements & re- Instructions.
train.
N
A
•Review & update A
PL
CT
Personal Development
Plan.
C K
E
D
• Assess performance H
O
& compliance against
C
procedures - Do “Gap” Conduct review of
Analysis. Work Instructions
•Assess improvement with a selection of
against training & team members.
development plans -
Do “Gap” Analysis.
Illustrating Gap Analysis for a KPI
H
ow
to a x M do
at
w o p ri Im r Sk
o t D i
H vel Ma pr r c
ov ive es ills
e em
D ills
en
Sk ts
Goal
Monitoring &
Control of
Plans
Skills Matrix Standard Format
•Team/Area: •Team/Area Leader: •Date:
•Skills/Tasks
•Name
– Team Leader: This should visualise the information relevant to their own team.
– Cell Leader: This should visualise the information relevant to the cells under
their control.
– Head of Business: This should visualise the information relevant to their areas
of responsibility.
Example of Team Leader Skills Matrix
•Team/Area: •Team/Area Leader: •Date:
•Station 1
•Skills/Tasks •Name
•Milling •Drilling •Deburring •Grinding •Painting •Riveting
•Name •Score
11
•Tom 24
14
•Dick 24
10
•Harry 24
•Skills/Task 3 8 8 5 4 7 35
•Score 12 12 12 12 12 12 72
17
•A Shift 24
•B Shift 22
24
•C Shift 12
24
•Skills/Task 9 9 10 10 7 6 51
•Score 12 12 12 12 12 12 72
17
•A Shift 24
22
•B Shift 24
12
•C Shift 24
•Skills/Task 9 9 10 10 7 6 51
•Score 12 12 12 12 12 12 72
• Is should be handwritten!!!
• Having a computer generated standard format is fine.
• What if someone does not do a job for a while, do they keep the
same skill level?
– Their Skill Level should be frozen, pending an assessment of the skill in
question.
– The skills matrix should indicate that the person needs to be assessed beside
the skill in question.
– A date should be agreed with the employee when they are going to be re-
assessed.
– After the assessment, the skills matrix should be updated.
Purpose of Module
Did we?