Having the right competence is crucial in the defence sector. This has been established in the report to the Storting (white paper No. 14 2012–2013), “Competency for a new era”, which sets the standard for systematic competency development in the sector. The Ministry of Defence chose Appraisal Manager from CatalystOne to support its employee development work.
“It has been a pleasure to work with CatalystOne,” says Department Director Morten Larsen in the Ministry of Defence. In January, he signed an agreement to implement Appraisal Manager as an online support tool for performance appraisals. “CatalystOne has a good understanding of our needs and the processes we aim to implement,” he says.
Performance appraisals have been identified as one of the main pillars of the Ministry’s efforts to monitor the development and competence of its employees. “Systematic employee development work is crucial if defence sector companies are to become modern knowledge-based companies,” says Larsen.
Software from CatalystOne will be implemented before the summer, and Larsen has high expectations for the initiative. “This will provide a vital boost for our performance appraisals. Now, we will also be able to take a more systematic and targeted approach to our work. Before, performance appraisal reviews would disappear into a binder. It just didn’t generate enough commitment from those involved.”
This online tool from CatalystOne will above all make it easier to follow up performance goals and give feedback. “We want to create a good feedback culture,” says Larsen.
“Systematic follow-up of competency development, performance goals and achievements will make the whole process a mutual commitment,” says Larsen. “We also anticipate that this will focus more attention on the employee. Every employee will gain a better understanding of how their competency development helps the Ministry achieve its goals. Goals and expectations will be clearly communicated in a positive dialogue between managers and employees. And with this tool there will be no excuse for not following up on performance goals,” says Larsen