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Performance
Management and Employee Engagement
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The Janus Performance Management System
With Janus it's easy to identify the competencies that should be evaluated, set up evaluation forms (online or paper), and assess from 1 to 1000s of employees in minutes.
The Online Janus System makes it easy to identify from 3 to 10 core competencies per position, build competency-based job descriptions, develop job-specific interview questions and administer performance evaluations - a seamless, continuous, cost-effective solution to selecting and managing top performers
The Janus Performance Management System is a fully integrated suite of materials (available on paper, CD-ROM and Web) to help individuals, teams and whole organizations (however small or large they may be) to:
- build competency standards,
- set effective performance goals and
- conduct an effective appraisal (progressively and at the end of an annual review cycle).
Click here for FREE employee evaluation forms and to learn more! |
Contact us now for a FREE demo or to build a custom survey:
- Employee Satisfaction
- Employee Engagement
- Employee Opinion
- Climate/Culture
- Workplace Ethics
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Employee Engagement is the level of commitment an employee has towards the organization. The primary behaviors of engaged employees are: speaking positively about the organization to coworkers, potential employees and customers, having a strong desire to be a member of the organization, and exerting extra effort to contribute to the organization’s success.
Web based employee surveys created with simplicity in mind that allows you to design and launch custom employee surveys in order to gather and analyze the feedback from your staff.
The A lphaMeasure system allows you to survey the opinions of your staff in three easy steps, all while targeting the management topics most important to your organization. |
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Perception 360 Degree Feedback
Multi Raters Assessment (MRA)
Perception 360 is a Web-based assessment designed to meet a variety of needs and applications necessary for increased personal productivity and effectiveness.
Perception 360 lets you design your own 360 surveys using our standard questions, writing your own survey questions or simply using our ready-made surveys. Your surveys can contain any number of questions and have an unlimited number of respondents. We do not charge by the number of respondents. You simply pay per target person (each person you wish to receive feedback from others).
More about Perception 360 |

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Performance
Facilitator™
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A competency-driven, behaviorally-based
performance evaluation system that works alongside your
existing performance appraisal system. |
- Structure your employee performance appraisals around
core competencies.
- Focus employee reviews on behavioral examples
, rather than general information.
- Generate job-relevant Performance Coaching
GuidesT to help guide your discussion
- Communicate the specific behaviors
you expect employees to demonstrate on the job.
- Use job-related, behavioral questions
and target behaviors designed to elicit
specific, behavioral examples from employees of how
they have performed during the review period.
- Set specific, behavioral goals for
the coming review period to increase core competencies.
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Performance Facilitator provides
a guide, or roadmap, that managers can use to assess employee
performance. Because PF is competency-based, it can also be
used to set performance expectations for new employees, target
areas for improvement through learning, and set performance
goals for the future.
View a sample Performance
Coaching Guide here.
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NEW!
Management Effectiveness Profile
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It
stands to reason that a good manager - an effective manager,
that is - must be skilled in a number of broad areas or
competencies considered critical if the manager is to
help the organization achieve its goals. The Management
Effectiveness Profile helps managers to identify personal
strengths and weaknesses within 12 specific competency
areas so that they can begin to strengthen and master
them.
In this profile,
a manager's effectiveness as coach and leader is tied
to the following competencies:
MANAGING YOUR JOB
Managing and Prioritizing Time
Setting Goals and Standards
Planning and Scheduling
Work
RELATING TO OTHERS
Listening and Organizing
Giving Clear Information
Getting Unbiased Information
BUILDING THE TEAM
Training, Coaching and Delegating
Appraising People and Performance
Disciplining and Counseling
THINKING CLEARLY
Identifying and Solving Problems
Making Decisions and Weighing
Risk
Thinking Clearly and Analytically
This questionnaire
has been designed as a self-scoring management effectiveness
instrument to help individuals understand more about their
relative abilities. The twelve key managerial competency
areas listed above under four clusters (representing a
complete model of managerial effectiveness) are treated
separately and then combined to create the individual's
overall profile.
The Management
Effectiveness Profile is available on paper or online
and in a self, 180-degree and 360-degree format.
View
a Management Effectiveness Profile sample report.
Leadership Effectiveness Profile also available.
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NEW! Test of Supervisory Skills (TOSS)
The Test of Supervisory Skills (TOSS) is a 70-item, multiple-choice, untimed test that taps the knowledge required for successful supervision.
Based on careful, repeated factor analyses of supervisory behavior, TOSS provides norms that allows a comparison of scores with a large (1,000+) number of supervisory and non-supervisory profile. TOSS is a paper-and-pencil administered profile.
The new version of this well-established screening instrument has separate test booklets and self-scoring answer sheets and a revised, enhanced technical and administrative manual.
TOSS is a valid instrument for evaluating both applicants for supervisory positions and those being considered for promotion to such positions.
Effective first-line supervision is one of the keys to creating and maintaining an effective organization. Understanding the roles and responsibilities of a first-line supervisor is an essential initial step to development of the skills and behaviors that characterize effective supervision. The Test of Supervisory Skills (TOSS) is a reliable and valid measure of the understanding that people have of these roles and responsibilities.
The basic rationale underlying the development of TOSS is that an individual who understands what constitutes good supervisory practices can discriminate between effective and ineffective practices and will be more likely to be an effective supervisor. On the other hand, persons lacking such understanding will be less likely to be an effective supervisor.
In the course of developing the TOSS seven factors--the essential components of supervisory behavior--emerged.
These factors, described in detail in the manual, are; management of performance quality, staffing and personnel actions, communications, interpersonal relations, problem analysis and resolution, project planning, and direct supervision. This test is suitable for both applicants for entry-level supervisory positions to determine their readiness and for more experienced individuals. For the latter group this test may be particularly useful for diagnostic and training purposes, to identify areas among the seven factors of strength and others needing additional development.
Note: Question Booklets and Answer Sheets sold separately.
Order here:
TOSS Question Booklets (reusable)-pack of 10
TOSS Answer Sheets - pack of 25
TOSS Technical and Administration Manual
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The
CoachView Assessment provides Coaches with an accurate, valid
and reliable assessment tool that is superior to current assessment
products in the marketplace. The CoachView Assessment is comprised
of the personality and interest inventories from the valid and
reliable ICES Plus Assessment Test.
The ICES Plus Assessment is the cornerstone of a number of established
and respected employment and vocational assessments including
the TotalView Assessment System. Those products have been used
to assess more than one million people in North America alone.
Learn
more about CoachView.
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Map - The Managerial Assessment of Proficiency
The perfect assessment to assess front-line supervisors and managers.
Since its inception over 80,000 managers have experienced MAP. Each participant receives a report comparing his or her skills in
12 fundamental managerial competencies to the MAP scoring benchmark, as well as information on eight styles/values and two
managerial styles. MAP participants are then provided a workbook and blueprint to develop a personalized action plan for
performance improvement. MAP is now available online or in the traditional classroom format.
Learn More!
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Pathfinder™
The Integrated Peformance Management System
Have you ever avoided an employee's review and hoped they would quit first? Or have you ever ....
- Put off giving employee evaluations to the last minute (or completely avoided them entirely)?
- Promoted an employee into a position for which he or she wasn't qualified?
- Paid out a bonus to an employee who didn't deserve it?
- Postponed terminating an under-performing or disruptive employee because you lacked adequate documentation of incidents and performance failures?
People do what is measured and rewarded . Pathfinder, the Integrated Performance System is the complete on-line solution for managers who expect and want employees to focus on the factors that drive business results. Pathfinder includes three systems in one: Goal and project management, Pay for performance, and 360 performance evaluations.
What are the benefits of Pathfinder?
- Links individual employee productivity to strategic goals and business profitability.
- Pays for performance not tenure
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- Takes the hassle out of employee evaluations.
- Holds employees accountable for meeting individual and teams goals as well as personal development.
- Gives managers the ability to track employee performance 24/7 from any location
To schedule a no-obligation demonstration, contact us here.
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DISC
Behavioral Style and Business Values Assessments
for selection, training, development, and coaching
Our CriteriaOne®
behavioral style assessments determine how we approach
problems, people, pace and procedures. A popular
model used to identify behavioral styles is called DISC.
Our newest generation of assessment tools includes P4
Behavioral Styles Indicator reports for employee, manager
and sales positions as well as Business Values and Motivators.
To view samples of our CriteriaOne® Instruments:
Order your DISC
and Values reports here:
More>>>>>>Self-scoring
assessment tools |
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SalesMax
Develop top performing salespeople. This web-based system
is designed to evaluate whether your professional sales
candidates have the underlying personality to be effective
in a consultative sales job. SalesMax measures the candidate's
knowledge of effective sales strategies at various stages
of the sales cycle and his or her motivational needs and
then provides a comprehensive report to help the sales
manager and salesperson close performance gaps.
Contact
Us for Pricing Information

Click
Here for Sample Report |
PerspectivesT
- 360 Behavioral Assessment
Improve Managerial
Performance by Using the Perceptions of Others to Target
Development
For organizations that also require a behavioral assessment
to target development, Perspectives is an administratively
streamlined instrument that incorporates twelve fundamental
managerial/supervisory competencies in five clusters.
In addition to a cluster of 5 leadership competencies,
other key clusters include Relating to Others, Managing
Your Job, Building the Team, and Thinking Clearly.
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Development
Action Plan
The Individual Feedback Report produces development suggestions
linked to those behavioral items rated as highest development
needs. The development suggestions provide managers specific
actions to immediately begin improving development priorities.
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Flexible
Administration
Easy and convenient to administer. There are Participant
Interpretation Booklets and an Administrator's Manual
to guide your internal facilitators in coaching managers
on their results.
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Seamless,
Flexible, Prescriptive Training
Each Perspectives competency links seamlessly with the
MAP/Managing to Excel competencies. Managing to Excel
is a series of 12 half-day, off-the-shelf workshops ready
to deliver by your training staff or a certified CriteriaOneT
instructor.
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Performance
Skills® Leader
PS Leader
is a research-based leadership competency assessment that gives
leaders an objective needs analysis of their leadership effectiveness,
and helps them target areas for improvement. The core of the
assessment is a set of 24 clearly defined competencies that
have been shown to be an essential part of effective leader
performance.
The PS Leader Model
is the result of years of extensive research involving over
12,000 supervisors, managers, and executives in both private
and public sector organizations. This research was conducted
to determine which specific skills tope performing leaders possess
that set them apart from average and ineffective leaders. The
result was the definition of 24 "most critical" leadership competencies
which are outlined in the PS Leader Model above.
Reports identify
competence in five leadership effectiveness clusters:
- Personal focus
- Strategic focus
- Business focus
- Workforce focus
- Interpersonal focus
E-mail us for a sample
report. |
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MORE>Training and Development
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