About MAP Assessment

The Process - Day 1

Helping to meet the needs of today’s time-poor managers working in fast-moving organisations, MAP Assessment is highly time efficient with the assessment taking less than 1 day. The assessment involves watching a series of real-life management situations covering a week in the life of a typical manager and their team and answering a series of questions about what you’ve seen.

The situations covered include:

• Team meetings
• Time management
• Decision making
• Delegating
• Discipline and empathy
• Appraising staff
• Performance management
• Problem solving
• Listening

Following each short scene you answer a series of questions based on what you have been watching. You are then asked if, in your opinion, the management behaviour you have seen is good or bad practice.

The scenarios are very effective in getting you to be a part of the assessment process because they are based on the real situations that you regularly have to deal with on a day to day basis.

There are also two paper-based questionnaires that help determine your preferred way of managing and communicating the workplace.

At the end of the day your completed score sheet is sent back to DPG to be scored and your personal profile produced within 24 hours. This is then emailed back to your assessor in readiness for Day 2 of the MAP Assessment process.

The Process - Day 2

The second day of the process is interpretation of your assessment scores providing you with a development ‘road map’ for your ongoing development.

If a team is being assessed then a group profile is also produced to take into account the department or team’s training and development needs. This allows you to effectively strengthen the individuals and also the team by highlighting the core strengths and areas for improvement.

At the end of this second phase you receive one-to-one feedback on the interpretation of your assessment scores and you are supported in translating this into a development plan using your current levels of competency in the four key areas outlined above.

MAP Assessment’s flexible impact can be enhanced with the introduction of the Managing to Excel modular learning programme.

Managing to Excel is a complete series of DVD’s and workbooks for the 12 fundamental managerial & supervisory competencies assessed by MAP Assessment. You can choose to purchase and complete only the modules you need to develop saving you time and money. This makes MAP Assessment your fastest route to becoming a better manager.

“Competencies are a group of related skills, knowledge, and attitudes that correlate with success in one’s job and that can be improved through training,”

Dr. Scott Parry, developer of the MAP Assessment competency framework.

Benefits of MAP Assessment

The key reasons why the programme has been adopted by so many public and private sector organisations are:

• It’s cost-effective, flexible, doesn’t waste time and delivers a real measurable base line from which to build, develop and continue to appraise management performance
• It is an objective comparison against thousands of competent managers who have already taken the MAP Assessment. It therefore norms performance against other managers
• Can produce a group report profiling the abilities and needs of your team
• Even though they may not have been able to see them before MAP will help a manager to drill down and find out what their development needs are.
• The focus on ‘needs’ based training allows an organisation to direct their training resources where they will deliver the most benefit to the individual and to the department/business objectives
• MAP Assessment is approved by ILM.

Uses for MAP Assessment

Identification of gaps in skills needed for current and future supervisory or management level positions

• Recruitment and selection
• Organisational awareness of specific areas for group training, benchmarking for organisational improvement, career development efforts, succession planning etc.
• Participant awareness of strengths and developmental areas along with a plan of action for individual growth.
• Succession planning
• A tool to work toward Investors in People accreditation
• Testing the impact of training programmes