Introduction
Assessment credibility determines whether leaders and executives trust your program. Rubrics make judgments explicit; calibration keeps them consistent; validity ensures scores mean what you claim.
What is it?
Build a behavior rubric per competency with 3–4 levels and examples. Define evidence sources (decisions, rationales, stakeholder reactions) and scoring rules.
Key Points
- Use observable behaviors, not traits
- Keep scales short and concrete
- Train raters with gold‑standard examples
- Monitor drift with periodic recalibration
Why it matters
Without rigor, assessment becomes opinion. With rigor, you unlock talent insights and fair comparisons.
Fairness
Reduce bias by anchoring scores to evidence and reviewing patterns across groups.
Utility
Reliable data supports promotion, coaching, and program design decisions.
Improvement
Calibration sessions surface rubric gaps and raise rater skill.
Frequently Asked Questions
How detailed should rubrics be?
Detailed enough to reduce ambiguity, but short enough to use under time constraints. 3–4 levels usually balance clarity and practicality.
Do we always need human raters?
AI can pre‑score and flag patterns; humans provide oversight and handle edge cases, especially for high‑stakes decisions.
How to prove validity?
Correlate scores with related outcomes (e.g., manager feedback quality, team engagement) and seek expert review for content validity.