Develop a Robust Competency Assessment System

The primary objective of this project is to design and implement a comprehensive competency assessment system that enables us to evaluate and enhance the skills, knowledge, and performance of our employees. Through this initiative, we aim to establish a structured framework for identifying individual strengths, areas for improvement, and aligning employee development with organizational goals. It is imperative that students understand the significance of their contributions, and the project's feasibility within a realistic timeframe of 60 hours, spread over 6-8 weeks for 3 - 4 students.

PERFORMANCE REVIEW MANGEMENT SYSTEM

Our company is built on the core values Teamwork, Integrity and Excellence. We are committed to building a culture that fosters innovation, entrepreneurship and strong leadership. Project Phase 1: Discovery and Needs Assessment / Research and Information Gathering Objective: Understand current needs, gather stakeholder input, and define the scope. Key Activities: 1. Assessment of Current System: Review existing systems (including Viva OKRs, core values, and Learn365 integration) and identify strengths and gaps. o Document findings and recommendations o Assess current technology infrastructure and its ability to support new system integration (e.g., compatibility with Learn365 and VIVA Goals). o Think about how will end users will interact with the content and software. o Think about what systems / tools may need to be utilized to manage the program? Best Practice Research: Research industry best practices for performance management, particularly in dynamic and continuous feedback models. o Explore industry best practices and emerging trends. o Benchmark against peer organizations and leading companies o Compile a comprehensive report highlighting key benchmarking insights and recommendations 3. Consult with Key Stakeholders: o HR team: Gain insights on the desired outcomes and any challenges faced with current systems. o Department Heads/Managers: To gather specific needs related to job roles, departmental OKRs, and performance expectations  Connect with HR on this. o Employees: To understand their perspective on current feedback mechanisms, growth opportunities, and skill development needs.  Connect with HR on this. 4. Compliance and Legal Review: Ensure the new system aligns with Canadian employment legislation and legal considerations across the 4 provinces. Phase 2: Performance Review Management System Development Objective: Develop a customized framework tailored to our organizational needs. Utilizing the findings from Phase 1, ensuring the system is user friendly, meaningful and dynamic. Key Activities:  Develop Review Categories: Define categories for performance evaluation. o E.g. (but not actual list) of categories: OKRs, Communication, Training & Development (tracked in Learn365), Soft Skills, Job Role Proficiency / Competencies (see competency project), Alignment with Core Values, Individual Goals, Feedback from Peers and Managers, Other relevant success indicators  Develop Questions for each category: Define questions for each category.  Structure Design: Create regular check-in structures (e.g., quarterly check-ins, mid- year reviews?, annual performance reviews, monthly communication check-ins?). o What is the objective of each structure, how will it benefit the employee / manager / company? o What questions go with each structure?  Learn365 Integration (competency project): Define how Learn365 will be integrated to track training, skill assessments, and development progress. o Rating Rubrics: Utilize competency program rubrics to evaluate proficiency levels for both functional / technical and general / soft skills.  VIVA Goals Integration (OKR’s): Define how VIVA Goals will be integrated.  Feedback Mechanisms: Feedback loops, including peer and manager input, 360’s?

Develop a Robust Competency Assessment Tool and Process

The primary objective of this project is to design and implement a comprehensive competency assessment system that enables us to evaluate and enhance the skills, knowledge, and performance of our employees. Through this initiative, we aim to establish a structured framework for identifying individual strengths, areas for improvement, and aligning employee development with organizational goals.

Unified Alloys Compensation Program

The main goal of this project is to develop a comprehensive compensation program for Unified Alloys. This program will include a compensation philosophy, job architecture (levels/bands), benchmarking bands to external market analysis and internal company support data, and how the program will be maintained and managed. Additionally, the project will include internal communications regarding the total rewards package.