Spotlight can be used alongside any other systems you already use to manage performance and career development of staff. Because there are five Spotlight skill levels it is possible to determine at what level the job-holder is currently performing in terms of their Spotlight skills.

Spotlight can also help with a staff training and development strategy to enable job-holders to help them progress to the top level possible in their current job. It can also provide guidance about the possibility of further training and/or mentoring to assist them to develop their career within the organisation. 

How to use Spotlight to add value to performance management and staff development

Step 1

The job-holder completes the Job Requirements Workbook - International version or the Job Requirements Workbook - Aotearoa/NZ version. They may also complete their individual Spotlight profile and  generate their radial diagram.

The workbook and diagram are used as the basis for the performance discussion. Both the job-holder and manager will have to agree on the type of Spotlight skills that are being used by the job-holder, and the level at which they are used.

Alternatively, a group of employees can work together to map their current Spotlight skills and identify their individual and collective training and development goals.

Step 2

Add examples of activities to be undertaken in order to develop key skill elements identified.

They could include new work experiences, responsibilities and challenges, mentoring, coaching or more formal training. Use the updated job description to ensure that these fit with the job requirements.

Step 3

The manager or team leader provides the job-holder with feedback about their current performance and their goals for the next agreed time period.

Example of feedback to job-holder.

Step 4

At the end of the agreed time period the job-holder may once again complete their Spotlight profile, and discuss any changes in their radial diagram.