CIRVALUE COMP

Like all Cirvalue tools for Performance Management and Assessment, this system assumes that the assessment process is collaborative and continuous. It is continuous because it will be available for you to update your assessments 24 hours a day, 365 days a year, while allowing you to monitor how the behaviors of those being assessed evolve, update the assessment as behaviors change, and give feedback on that evolution to your employees, reconsidering the goals for change and improvement if necessary. Cirvalue Comp offers several broad and comprehensive Competency Directories, as well as sophisticated behavioral frequency scales created on the basis of the latest knowledge and discoveries in neuroscience. However, both content and scales can be changed or created by the Client Company itself, in order to ensure a perfect fit with the specific reality of each Company. In Cirvalue Comp, each employee is assessed by their direct manager and also self-assesses.

At the start of each assessment cycle, the directory of competencies to be assessed for each employee is loaded, with those competencies supported by a certain number of observable behaviors. The assessor/assessee relationships are also loaded, that is, who assesses whom in that assessment cycle. The system then automatically generates a questionnaire containing all the behaviors associated with the Competencies to be assessed, arranged randomly to counter the “halo” effect of assessment and to focus the assessment on each of the significant behaviors. Each Company can choose to have the assessment take place only once or twice a year, or to make the process continuous, starting with an initial assessment that can be adjusted over the assessment period, reflecting the changes that occur in those behaviors. The system also generates an Assessment Summary that allows comments to be recorded and improvement goals to be set, whether on a one-off or a continuous assessment basis.

The assessor, that is, the manager, accesses a list of all their direct reports and can, from it, access each one’s specific Questionnaire and complete their assessment. If they have subordinates who are also assessors, they can also access and view the assessments of all their indirect reports. In parallel, each employee will have access to a similar questionnaire to complete their self-assessment. Each behavior will be assessed using a behavioral frequency scale, that is, you are asked to indicate how often, during the period being assessed, that behavior was observed. If the assessor leaves an assessment before having assessed all the behaviors, the system will save the assessments already made and, when the user returns, they can complete their assessment.

The system will always display the behaviors ordered from least well rated to best rated, so that opportunities for improvement are always at the top.

That is exactly the idea! That is, if you want to use the system in continuous mode, both assessment and self-assessment will always be open to be changed and updated. Assessments can improve or worsen, reflecting over the period what is actually the evolution of the employee’s professional behavior. Since the assessment always reflects its state at each moment, you should keep adding comments to the summary and redefining the improvement goals so that the path of evolution is documented. Each assessed person can access their own summary, which can also be viewed by their manager. The summaries provide quantified and graphic information, up to date and comparing assessments and self-assessments, across the various competencies. They also provide specific, individualized information on the biggest differences between assessment and self-assessment, urgent improvement needs and main improvement opportunities. This information is a very significant added value for making feedback to employees easier and more objective, directing focus and effort to behavioral areas.

At the end of the summary there are two boxes for comments from any of those involved. That is, the direct manager as assessor, the employee as the person assessed, or even the hierarchically senior manager, can write their comments, expectations and desired goals, which once saved will be recorded and available below, showing who produced them and on what date. Comments, expectations and goals will appear in order of creation, that is, the most recent at the top and then in order of creation, with the oldest at the bottom.

Yes, we make this commitment to data security and integrity with total reliability. All data and communications in Cirvalue Systems are encrypted, monitored 24/7 and backed up daily for the last 5 days, to ensure the protection of personal data and user privacy. The information is hosted on a dedicated server certified to ISO 9001, ISO 27001, ISO 50001, ISO 14001 and ISO 22301. Cirvalue is also equipped with a set of features designed to meet GDPR compliance.