Manager-Only Evaluation Guidance (Training Curriculum & Skill Matrix)
This internal-only guidance supports BPM leadership and people managers in evaluating team member readiness and capability growth using the Training Curriculum & Skill Matrix. It is intended for consistent onboarding checkpoints and performance evaluation practices across BPM roles.
Purpose (Manager Use Only)
This evaluation framework is intended for BPM leadership and people managers to assess team member readiness, capability growth, and development needs using the BPM Training Curriculum & Skill Matrix. It supports consistent evaluation across roles while allowing flexibility based on scope of responsibility, tenure, and assigned initiatives.
This document should be used for:
- 30 / 60 / 90-day onboarding evaluations
- Annual performance reviews
- Skills gap identification
- Training prioritization and succession planning
How Managers Should Use the Skill Matrix
Managers should assess each team member against the expected competency level for their role, not against the highest possible level.
Ratings should reflect:
- Demonstrated behavior and outputs
- Consistency and independence
- Quality of deliverables
- Ability to apply skills in real BPM work
Skills should be marked as:
- ✅ Meets or Exceeds Expectations
- ⏳ Developing / In Progress
- ❌ Does Not Yet Meet Expectations
Supporting comments are strongly encouraged for any ⏳ or ❌ ratings.
Role-Based Evaluation Guidance
| Role |
Focus Areas for Evaluation |
Expected Profile |
| Senior Director |
- Strategic leadership and governance oversight
- Decision-making aligned to institutional priorities
- Coaching and development of team leads
- Cross-functional influence and executive communication
|
Majority of core competencies at Level 4 (Expert). Occasional Level 3 acceptable where hands-on execution is delegated. |
| Lead Business Analyst |
- Ownership of complex initiatives and discovery efforts
- Quality assurance and peer review effectiveness
- Stakeholder facilitation and escalation management
- Mentorship of Business Analysts and Support Analysts
|
Majority of core competencies at Level 4 (Expert). No core competency below Level 3 (Proficient). |
| Business Analyst |
- Independent delivery of documentation and analysis
- Accuracy and clarity of process artifacts
- Effective participation in testing and stakeholder sessions
- Growing confidence in leading scoped efforts
|
Core competencies trending toward Level 3 (Proficient). Some Level 2 acceptable early in role or onboarding period. |
| Support Analyst / Workstudy |
- Accuracy and timeliness of ticket updates
- Quality of documentation and meeting notes
- Responsiveness to direction and feedback
- Understanding of BPM workflows and escalation paths
|
Core competencies primarily at Level 1–2 (Awareness to Working). Growth over time is more important than mastery. |
Evaluation Notes & Documentation
Managers should document:
- Evidence supporting each rating (examples preferred)
- Training completed and applied
- Identified gaps or risks
- Agreed-upon development actions
These notes should be retained for:
- Performance review documentation
- Promotion or role expansion justification
- Training and workload planning
Review Cadence (Manager Responsibility)
- New hires: Review at 30, 60, and 90 days
- Established staff: Review quarterly or during annual evaluation
- Role changes: Re-evaluate within 60 days of scope change
Development Planning Expectations
Any competency marked as ⏳ or ❌ should have:
- A defined improvement goal
- Assigned training or shadowing activity
- Target reassessment timeframe
Progress should be reviewed during regular 1:1s.