Organisational capability frameworks and your job description will provide an outline of the specialist knowledge, skills and behaviours required of you in your current role.
| HOW GOOD ARE YOU AT … | Novice | Expert | |||
| (circle a number) | |||||
| 1 | 2 | 3 | 4 | 5 | |
| 1 | 2 | 3 | 4 | 5 | |
| 1 | 2 | 3 | 4 | 5 | |
| 1 | 2 | 3 | 4 | 5 | |
| 1 | 2 | 3 | 4 | 5 | |
| 1 | 2 | 3 | 4 | 5 | |
| 1 | 2 | 3 | 4 | 5 | |
| OVERALL rating (what is your most common score?) | 1 | 2 | 3 | 4 | 5 |
What now?
Scores of 3 or below indicate an area where focused development is likely to be of value.Where you have scored 4 or 5, how did you gain your expertise? Was it mostly theory or mostly practice? If it was predominantly one or the other, you might consider undertaking a practically (or theoretically) based development activity to round out your expertise. You might also consider using your expertise to help others (for example your colleagues or your staff) develop their strengths in these areas by, for example, offering to mentor them.