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What do you do if your GIS professionals' performance review lacks evaluation of key skills and competencies?

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Performance reviews are a critical component of career development for GIS (Geographic Information Systems) professionals. However, when a review fails to assess vital skills and competencies, it can leave you wondering how to ensure that your team's capabilities are accurately reflected and addressed. In GIS, where the mastery of spatial analysis, data management, and cartographic design is essential, overlooking these areas in a performance evaluation can impede professional growth and the success of your GIS projects.

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1 Identifying Gaps

When you realize that a performance review for GIS professionals lacks key evaluations, the first step is to identify the missing skills and competencies. Take a moment to consider the specific GIS tasks your team handles, such as spatial data analysis, programming for automation, or creating informative maps. Then, compare these to the review. If critical areas like proficiency in GIS software, understanding of spatial data, or the ability to interpret geospatial trends are not assessed, these are the gaps you need to address.

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Thilosha Nipunajith

Geospatial Developer | Remote Sensing & GIS enthusiast | Data Scientist | Volunteer | Artist
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If your GIS professional's performance review lacks evaluation of key skills and competencies, start by identifying gaps in the assessment process. Review the job description and industry standards to determine essential skills and competencies relevant to GIS roles. Compare this with the performance review criteria to pinpoint discrepancies. Gather feedback from supervisors, peers, and the employee themselves to identify overlooked skills or areas needing improvement. Consider implementing self-assessment tools or competency frameworks to ensure comprehensive evaluation.

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2 Setting Benchmarks

Once you've pinpointed the missing elements in the performance review, establish clear benchmarks for each GIS skill and competency. These benchmarks should be specific, measurable, achievable, relevant, and time-bound (SMART). For instance, you might set a benchmark for proficiency in using GIS software like ArcGIS or QGIS, which could include completing a certain number of projects or reaching a particular level of certification within a set timeframe.

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3 Communicating Concerns

Open communication with the person responsible for the performance reviews is crucial. Approach them with your findings and express your concerns about the missing evaluations. Be prepared to provide examples of why each skill or competency is essential for the success of your GIS team. This dialogue can help ensure that future reviews are more comprehensive and reflective of the skills necessary in the field of GIS.

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4 Tailoring Development

In the interim, tailor professional development plans for your GIS team members to address the overlooked areas. This might involve additional training sessions, workshops, or assigning projects that specifically target the unassessed skills. By doing so, you ensure that your team continues to develop their expertise, even if it's not currently reflected in their performance evaluations.

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Thilosha Nipunajith

Geospatial Developer | Remote Sensing & GIS enthusiast | Data Scientist | Volunteer | Artist
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If a GIS professional's performance review lacks evaluation of key skills and competencies, tailor development efforts accordingly. Initiate a dialogue with supervisors to discuss the importance of assessing specific GIS skills and competencies relevant to job responsibilities. Propose incorporating measurable metrics or competency frameworks into performance evaluations to ensure comprehensive feedback. Take ownership of professional development by identifying areas for improvement and seeking targeted training or mentorship opportunities independently. Utilize self-assessment tools and performance feedback from peers to gauge proficiency in key GIS skills.

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5 Implementing Change

Work towards implementing changes in the performance review process itself. Propose a revised template or checklist that includes all essential GIS skills and competencies. This might require advocating for the importance of these skills to higher management or demonstrating how their inclusion will benefit project outcomes and the overall productivity of the GIS team.

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6 Monitoring Progress

Finally, monitor the progress of your GIS team in relation to the newly established benchmarks and tailored development plans. Regular check-ins and feedback sessions can help keep everyone on track and provide opportunities to adjust goals as needed. This proactive approach ensures that all GIS professionals are recognized for their full range of skills and can continue to grow in their roles.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your GIS professionals' performance review lacks evaluation of key skills and competencies?

1

2

3

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5

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1 Identifying Gaps

2 Setting Benchmarks

3 Communicating Concerns

4 Tailoring Development

5 Implementing Change

6 Monitoring Progress

7 Here’s what else to consider

Geographic Information Systems (GIS)

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What do you do if your GIS professionals' performance review lacks evaluation of key skills and competencies?

1

2

3

4

5

6

7

1 Identifying Gaps

2 Setting Benchmarks

3 Communicating Concerns

4 Tailoring Development

5 Implementing Change

6 Monitoring Progress

7 Here’s what else to consider

Geographic Information Systems (GIS)

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