Do You Hire For Technical Skills Then
Fire For Soft Skills or Behaviors?

The DNA™ of Performance System... identifies the soft skill competencies that are needed for superior performance in any position in your company.

The DNA™ of Performance System... produces a consensus view of what the company "stakeholders" determine are the "real" needs for the job. The result is a list of the most important soft skill competencies the position needs based on the insight of the "stakeholders."

The DNA™ of Performance System... delivers structured interview questions to keep the interviewer focused on the "real" needs of the job. The questions reduce personal biases in the interview. The DNA scoring system accurately measures the responses from all of the candidates.

PRIMARY OBJECTIVE: Accurately hire a candidate who has the soft skills that are needed to perform the duties and responsibilities of a position that needs to be filled. This program assumes the candidate has been pre-qualified to possess the appropriate technical skills needed for the position they are applying for.

The DNA of Performance takes advantage of the input of a group of "Stakeholders" to complete this process.

The "Stakeholders" are a group of 3 to 8 people who are thoroughly familiar with what goals the organization wants to accomplish when the duties and responsibilities of this position are fulfilled. The people can be current or past employees who have a clear understanding of the needs of the position.

Features: Measure 23 soft skill competencies that company "stakeholders" determine are the "real" needs of a job. A set of structured behavioral interview questions. An interview scoring system to score candidates. 360° Employee Review surveys. Profile completed once, the results used as long as the job does not change. EEOC compliant.

Implementation: 3 to 7 (up to 10) "stakeholders" meet to review the current job description to be sure the list of duties and responsibilities are current for the position. When all are satisfied with the job description, the "stakeholders" go on the Internet to complete the DNA of Performance profile.

Benefits: A report that lists 23 competencies in rank order of their importance for superior job performance. A list of the interview questions for the 7 most important competencies. A list of the behavioral measuring questions for the 7 most important competencies used to build the 360° Employee Review survey. The DNA of Performance profile is completed only once per position.

Cutts Group Services: Facilitate the "stakeholders" meeting either in person or by telephone. Produce the scoring system. Produce 360° Employee Review surveys. Provide a complete step-by-step implementation guide for the "stakeholders" meeting. Send notice for employee review based on schedule established by "stakeholders"

DNA is a system for analyzing the unique configuration of skills, intelligence, behavior, attitudes and beliefs required by a specific job.

It starts with a competency-based position analysis. Different people performing a job analysis see the job differently, and positions are very difficult to analyze without separating the three strands of the ways that people view the position:

• How they would like to perfom the job.
• How the job is being performed.
• How the job should be performed.

The DNA™ of Performance sorts through these biases to get to the real perfomance issues. When you understand the competencies required by the job, you will understand what top performers bring to the position.

This process should be used only with superior performers, and cannot be used for a new position. When you match a person who brings these unique talents to the job you are on your way to predicting superior performance. You will select people who are energized, focused, low maintenance, and have the potential to be your superior performers.

Why the Process Works

• Simple to execute
• Collects the right information
• Transcends personal biases
• Performs over 100,000 calculations to identify, prioritize and calibrate performance criteria

The DNA of Performance Report

• Identifies a complete hierarchy of competencies.
• Allows you to clarify position issues for any leadership, management, professional exempt position and any hourly non-exempt position.
• Prioritizes and validates the competencies required.
• Makes writing the job description easy.
• Provides a structured competency-based set of Interview Questions.
• Allows up to 10 people to participate in the position analysis.

DNA Reports

DNA Position Survey - This extensive questionnaire analyzes the input of up to ten respondents to identify the importance of the 23 soft skill competencies that contribute to performance in most jobs. A position folder must be set up to enable respondents to complete the Position Survey using the Internet. As soon as all of the respondents have been input and submitted on the Internet, a comprehensive position report will be generated. The Position Survey report includes detailed descriptions and behavioral interview questions for each of the top seven soft skill competencies. The Position Survey is recommended for Behavioral Interviewing, Employee Development and Performance Management.

DNA Position Analysis - This extensive questionnaire analyzes the input of one respondent to identify the importance of 23 soft skill competencies that contribute to performance in most jobs. As soon as the responses to the questionnaire have been input and submitted on the Internet, a comprehensive position report will be generated. The Position Analysis report includes detailed descriptions and behavioral interview questions for each of the top seven soft skills. If data on the job is desired from more than one subject matter expert, each individual must complete a Position Analysis independently. The Position Analysis is recommended for Behavioral Interviewing, Employee Development and Performance Management.

DNA Job Soft Skills Indicator - The Job Soft Skills Indicator (JSSI) is a short questionnaire designed to prioritize the importance of the 23 soft skills that contribute to performance in most jobs. The Job Soft Skills Indicator is recommended for employee development and Performance Management.

DNA Personal Soft Skills Indicator - The Personal Soft Skills Indicator is designed to assess an individual's mastery of the 23 soft skills. The Personal Soft Skills Indicator is recommended for Employee Development and Performance Management.