Continuous Professional Development

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Criteria Overview

"Even though we get lost in the nuance of technology, the thing that never changes is the people and the needs of those people.", Andrew Carnegie, autobiography, 1920.

This rubric provides a basis for continuous professional development for any career. Managers can use this rubric to help their team members improve their proficiency in their job, whilst individuals can use it to set goals for themselves to improve over time.

The best way to use this rubric is to create an assessment and continuously add notes against the various considerations. If you manage a team, create an assessment for each team member.

In addition to recording notes against each aspect, scores can be entered to provide a quantitative assessment. To facilitate consistency, scoring guidance is provided for each aspect. The score guidance corresponds to different levels that an employee's career progresses through:

  • L1: Junior member of team
  • L2: Regular member of team
  • L3: Team lead or principle member
  • L4: Multi-team lead
  • L5: Department lead

Use the charts to see an overview of strengths and weaknesses. The labels can be used to dissect performance as follows:

  • Impact: Indicates the past impact the individual has had.
  • Proficiency: Indicates the ability of an individual to perform their role.
  • Motivation: Indicates the individual's motivation, often reflected through their pro-activeness.
  • Leadership: Indicates the individual's ability to lead others.
  • Learning agility: Indicates the individual's willingness and ability to learn.

Criteria Details

Excellence in discipline: Proficiency

Technologies and methodologies used by the team.

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Team processes.

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Excellence in discipline: Complexity

The level of expertise required to perform assignments.

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Excellence in discipline: Initiative

The level of proactivity demonstrated.

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Drive Outcomes: Quality

Produces high quality outcomes.

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Drive Outcomes: Deliver on Schedule

Risks are mitigated and outcomes are delivered on schedule.

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Lead: Influences Direction

Level of participation in strategy.

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Lead: Guides Team

Size of projects, number of concurrent projects, budgets.

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Lead: Mentoring

Guides more junior members.

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Customer Impact: Puts Customers First

Goals and activities are aligned with delivering customer value.

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Customer Impact: Business Metrics

Understands the customer through metric or empirical means.

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Team contributions: Open Communication

Shares status and knowledge openly with the team.

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Team contributions: Talent Acquisition

Helps or drives the hiring of new employees or contractors as required.

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Team contributions: Diverse Perspectives

Welcomes and encourages the opinions of team mates.

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Inspire: Can-do Attitude

Proactive contributor.

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Inspire: Innovation

Introduces novel solutions.

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