find the right project manager
TRANSCRIPT
Find the Right Project Manager
Aita Salasoo, Jeff Boyle, and Robert RootContact: [email protected]
Catch our presentation “A Scorecard Approach to PPM Talent Management” at the PMI NA Global Congress, New Orleans, 28 October, 2013
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Agenda• Challenges• Approach• Classification Model• Scorecard Overview
• Structure• Example• Metrics – Individual and
Group
• Process• Benefits• How to Start• Summary• Acknowledgements
Challenges
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Varying NeedsPortfolio
ProjectManaged
WorkProgram
ProjectProjectProgram
Project
Project
Managed Work
Managed Work
Are we working on the most important things (e.g., strategically aligned, value for spend)?
Are we achieving the planned business benefits?
How can we deliver the intended high-quality outcome on time and on budget?
This is supposed to be a slam dunk. No surprises please!
Methodology
Technology
Domain
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Supply Challenges
People differences
Rapid decision
Finite resource pool
Approach
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Approach
1. Capture the diversity of projects and PM* candidates
2. Seek best fit, rather than most senior PM
3. Use a scorecard tool to make the parameters visible
4. Educate the resource pool
5. Expand usage beyond staffing to recruiting, training,
portfolio planning, and career development
* Project Manager
Classification Model
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Classification Model
• Based on boxing metaphor
• Excellence exists at all levels
• Example for Project Planning Experience
Flyweight Welter-weight
Middle-weight
Heavy-weight
World-Class
Scorecard Overview
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Scorecard Structure
Skills and Experience• Ratings based on actual
experience and training, e.g.,
• Number of years as PM• Largest project managed• Certifications
Competencies• Ratings based on
leadership observations of PM in action, e.g.,
• Key capabilities and behaviors needed in portfolio or program
• Team leadership• Application of PM skills
to projects• Level of client trust
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Partial Scorecard Example
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Scorecard Metrics• Overall Average Score
• Average rating points across all items• Used to establish PM’s Classification• Range = 1.0 to 5.0)
• Average Scores for Competency and Experience • Based on all item for Competency or Experience; captures broad
range of competencies, skills, and experiences• Indices – focus on items specific to local context
• Competency Index: Based on 5 differentiating Competency items• Experience Index: Based on 5 differentiating Experience items
• Individual rating patterns / distributions• Reveal strengths and weaknesses of each PM
• Resource pool characteristics• Does it match portfolio or program needs?• Is it improving in time?• What gaps need to be addressed?
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Individual Scorecard MetricsItem# Item descriptionCategory Index FW WW MW HW WC
7 comp: use PM skil lsCompetency Comp Index 48 comp: Proj ldrshipCompetency Comp Index 3
11 comp: client relCompetency Comp Index 114 comp: perf w/offshoreCompetency Comp Index 320 cl ient facing ski l l sCompetency Comp Index 39 comp: staff dev'tCompetency 3
13 comp: GDC apprchCompetency 315 comp: C2.0Competency 217 comp: acct devCompetency 121 team leadershipCompetency 42 exper: scope #projsExperience Exper index 33 exper: scope # orgsExperience Exper index 34 exper: proj complexExperience Exper index 3
19 offshore yearsExperience Exper index 31 proj sizeExperience Exper index 35 skil l : PMP certExperience 36 exper: PM yearsExperience 3
10 exper: cl ient levelExperience 212 skil l : comm's contentExperience 316 exper: proj planningExperience 218 exper: domain SMEExperience 3
Count by level 2 3 14 2 0 21Points per level 1 2 3 4 5
Total Points 2 6 42 8 0 58Average Overall Score 2.8
Distribution of Points 11% 17% 78% 11% 0%
Experience Avg 2.7Competency Avg 2.9
CLASSIFICATION
Distribution
Total ScoreOverall Average
Total Items
Category Averages
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Group Scorecard Metrics
Welterweight
Flyweight
Middleweight
Heavyweight
World Class
Clas
sific
ation
Portfolio X PM Scorecard Profiles – First Use
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Additional Group Scorecard Metrics
Range = 1.4 – 3.4, Average = 2.2
Flyweight
Welte
rweight
Middleweight
Heavyweight
World
Class0
2
4
6
8
10
12
14
16
Distribution of PMs by Classification
1
1.5
2
2.5
3
3.5
4
4.5
5
1st Use 2nd Use 3rd Use
Overall Average Score -3-time PMs
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Scorecard Process• Understand the portfolio or program
• Customize the scorecard for longevity
• Validate the instrument
• Leadership rates PM candidates on scorecard items• During interview• Periodically
• Leadership reviews pattern of results for PM resource pool
• Assign PMs to projects with more certainty
• Share individual results with PMs for career support
Benefits
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PM Scorecard Benefits
• Customized, quantifiable foundation for portfolio and program planning and resource management
• Enables PM improvement programs to be undertaken and measured
• Provides consistency between job descriptions, PM interview guides, and PM training curricula
• Supports individual PM career growth
How to Start
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How to Start
1
Understand Your Portfolio
or Program PM Needs
2
Develop Your Custom PM Scorecard
3
Validate, Communicate, and Start Using
Summary
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SummaryProject Manager Scorecard
AGEN
TS
• Match PM skills, experiences, and competencies to project needs to assign resources to projects and programs
• Ratings identify individual and PM resource pool strengths and areas for improvement
• Use also for PM career development, recruiting, and training curriculum planning
As project types are differentiated, so are PM skill sets needed for success
Flyweight Welter-weight
Middle-weight
Heavy-weight
World-Class
White Paper available!
Thank You!
Find the Right Project ManagerWe can help with your scorecard
Aita Salasoo, Jeff Boyle, and Robert RootContact: [email protected]