How evaluate competence?

There are different ways to evaluate competences and this chapter contains five of the important methods in use:

  1. Monitoring of behavior
  2. Description of behavior
  3. Questionnaire
  4. Simulations
  5. Interviews


1.     Monitoring of behavior

The monitoring of behavior will be conducted by self-assessment or by foreign observation. An example for self-assessment could be a so-called “diary method”. In this case data can be recovered by an autobiographical record.

An example for a foreign observation is the widely-used assessment center. In these arranged centers, the participants will be observed from different qualified persons under fixed criteria.

2.     Description of behavior

With this method the behavior won´t be noticed in a special and arranged situation but in daily routine. Afterwards it will be described in summary. Also in this method it can be distinguished between self and foreign description.

3.     Questionnaire

With a questionnaire one obtains a self-evaluation and self-information from the participants. By using a questionnaire the competencies are measured by the use of certain indicators. These indicators must been selected very well and can varies between open, closed or rating-scaled indicators. With scale questions the participants often can estimate themselves from “strongly agree” to “strongly disagree”.

4.     Simulations

In simulations the participants get a problem situation, which they have to deal with. These simulations can be constructed in video sequences. The participants are given shown sequences of everyday situations and demand a concrete reaction from them. So it will be concluded on the behavior in the relative situation.

5.     Interviews

A personal talk is happening by using this method. It is used as a self-assessment of employees to evaluate more deeply different strengths and weaknesses. This method takes more time because the interview should not be done in a group but always as a single conversation.