37202  North  Black  Velvet  Lane  |  Wadsworth  |  IL  |  60083  
Phone  847-­‐244-­‐5544  

 
Job  Scorecard  Template  

Company:  
Position:    
Location:    
Compensation:  
                               
 
Company  Description  (For  Recruiters  and  Candidates)  
Describe  your  organization’s  products  and/or  services,  location(s),  customers/clients,  give  some  indication  as  to  
size  and  stage  such  as  start-­‐up,  growth,  or  established.    Describe  why  people  enjoy  working  for  your  
organization.    What  kinds  of  people  does  your  organization  culture  appeal  to?  
 
 
 
 
 
Mission  of  the  Position  
This  is  a  meaningful  summary  of  the  key  reasons  this  position    exists  in  the  organization,  stated  in  plain  
language.  What  major  challenges  will  a  person  in  this  role  face  in  the  first  year  or  two?  What  is  the  size  and  
scope  of  the  role’s  responsibilities  in  terms  of  employees  and/or  revenue?    How  will  the  organization  be  
impacted  if  someone  in  this  role  achieves  as  expected  …  or  fails?  
 
Key  Criteria/Requirements  
What  experiences  may  indicate  a  candidate  can  deliver  the  results  and  exhibit  the  key  competencies  necessary  
for  success  in  this  role?    Consider  years  of  experience,  education,  industry,  kind  of  organizations  served,  size  and  
scope  of  previous  experience,  etc.  
 
 
 
 
 
 

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Measurable  Accountabilities    
 
Turn  responsibilities  into  measurable  accountabilities  by  adding  metrics  or  business  outcomes.    What  are  the  
minimum  performance  expectations  for  an  A  player  in  this  position  in  terms  of  productivity,  efficiency,  quality,  
timeliness,  accuracy,  talent  management,  customer  service,  or  reporting,  etc.?  What  business  results  would  a  
person  in  this  position  have  to  deliver  to  be  considered  an  A  player  in  the  first  year?    
 
  Metric   Interviewer   Comments  
Rating    
(A,  B,  C)  
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Rating  Scale:     A  –  Can  predictably  meet  or  exceed  expectations    B  –  Will  predictably  fall  somewhat  short  of  expectations  
C  –  Will  predictably  fall  far  short  of  expectations  
 
Key  Competencies(What  competencies  does  a  candidate  need  to  be  excellent  in  to  deliver  A  Player    
results  and  fit  in  with  your  culture?  Entry-­‐level  positions  tend  to  have  about  5  key  competencies  while  executive  
positions  could  have  up  to  10  key  competencies.  
 
If  a  competency  is  critical  to  success  in  a  role  or  imperative  to  fitting  in  with  an  organization  culture  it  should  be  
measured   and   have   a   numeric   goal.     Include   those   competencies   and   their   numeric   metrics   in   the   list   of  
Measurable  Accountabilities  above.  Example::  Minimum  survey  rating  of  7  on  a  ten-­‐point  scale  by  subordinates  
on  treating  people  with  respect,  minimum  rating  of  9  by  co-­‐workers  on  integrity,  or  minimum  rating  of  8.5  by  
customers)      
 
Sample  Job  Scorecards  have  been  provided  for  entry,  individual  performer,  management,  and  senior  executive  
positions.    Feel  free  to  cut  and  paste  competencies  from  the  samples,  change  the  definitions  for  your  position,    
and  feel  free  to  create  original  competencies  and  insert  them  in  the  blank  spaces  color  coded  green  (easy  to  
change),  red  (very  hard  to  change),  and  yellow  (in  between).      Or  take  competencies  from  the  extensive  of  list  
of  management  competencies  below  (and  change  the  words  to  fit  your  position).  

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 Sample  List  of  Competencies  For  Management
 
Rating  Scale:  5  =  Excellent        4  =  Very  Good      3  =  Good          2  =  Only  Fair          1  =  Poor                        MAR  –  Minimum  Acceptable  Rating  
Ease  of  Changing  Competency:   Difficult              Hard,  But  Doable                Easy  
 
Competency   Definition   MAR   Your  Rating   Comments  

INTELLECTUAL  
Intelligence   Ability  to  acquire  understanding  &  absorb  information        
rapidly.  A  quick  study.  
Analysis  Skills   Indentifies  significant  problems  &  opportunities.        
Analyzes  problems  and  people  in  depth.  Sorts  the  wheat  
from  the  chaff,  determining  root  causes.  
Judgment/Decision   Consistent  logic,  rationality  &  objectivity  in  decision        
Making   making.  Neither  indecisive  nor  hip-­‐shooter.  

Conceptual  Ability   Deals  effectively  with  not  just  concrete,  tangible  issues        
but  with  abstract,  conceptual  matters  
Creativity   Generates  new  approaches  to  problems  or  innovations        
to  established  best  practices.    Shows  imagination  
Strategic  Skills   Determines  opportunities  &  threats  through        
comprehensive  analysis  of  current  &  future  trends.  
Comprehends  the  big  picture.  
Pragmatism   Generates  sensible,  realistic,  practical  solutions  to        
problems.  
Risk  Taking   Takes  calculated  risks,  with  generally  favorable        
outcomes.    Does  not  “bet  the  farm.”  
Leading  Edge   Constantly  benchmarks  best  practices  &  expects  others        
to  do  same.    
Education   Meets  formal  &  informal  educational  requirements.          
Exhibits  continuous  learning.  
Experience   Job  specific        
Track  Record   Successful  career  history.  Generally  earns  performance        
ratings  of  “excellent.”  
PERSONAL  
Integrity   Iron  clad.  Does  not  ethically  cut  corners.  Earns  trust  of        
co-­‐workers.  Puts  organization  above  self-­‐interests.  
Resourcefulness/   Passionately  finds  ways  over,  around,  or  through  barriers        
Initiative   to  success.  Achieves  results  despite  lack  of  resources.  
Goes  beyond  the  call  of  duty.  Shows  bias  for  action.  A  
results-­‐oriented  “doer.”  
Organization/Planning   Plans,  organizes,  schedules  &  budgets  in  efficient,        
organized  manner.  Focuses  on  key  priorities  
Excellence   Sets  high  stretch  standards  of  performance  for  self  and        
others.  Low  tolerance  for  mediocrity.  High  sense  of  
responsibility.  
Independence   Willingness  to  take  an  independent  stand.  Not  swayed        
by  last  person  talked  with.  
Stress  Management   Stable  &  poised  under  pressure.        
Self-­‐Awareness/   Recognizes  own  strengths  &  weaknesses.  Not  defensive.        
Feedback   Does  not  rationalize  mistakes  or  blame  others.  Uses  
feedback  mechanisms.  
Adaptability   Not  rigid.  Copes  effectively  with  complexity  and  change.        
 
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Competency   Definition   MAR   Your  Rating   Comments  

INTERPERSONAL  
First  Impression   Professional  in  demeanor.  Creates  favorable  first        
impression  –  body,  language,  eye  contact,  posture,  etc.  
Likability   Puts  people  at  ease.  Shows  Emotional  Intelligence.        
Warm,  sensitive,  compassionate.  Not  arrogant.  Friendly,  
sense  of  humor,  genuine.  
Listening   Tunes  in  accurately  to  opinions,  feelings,  and  needs  of        
people.  Empathetic.  Patient.  Let’s  others  speak.  Listens  
actively.  
Customer  Focus   Monitors  client  satisfaction  (internal  or  external).        
Establishes  partner  relationship  with  clients.  Visible  &  
accessible  to  clients.  
Team  Player   Reaches  out  to  peers.  Overcomes  we-­‐they.        
Approachable.  Leads  peers  to  do  what  is  best  for  
company.  
Assertiveness   Takes  forceful  stand  on  issues  without  being  excessively        
abrasive.  
Communications  –     Communicates  well  one  on  one,  in  small  groups  and        
Oral   public  speaking.  Fluent,  quick  on  feet,  command  of  
language.  Keeps  people  informed.  
Communications  –   Writes  clear,  precise,  well-­‐organized  documents  using        
Written   appropriate  vocabulary,  grammar  &  word  usage.  

Political  Savvy   Aware  of  political  factors  and  hidden  agendas,  and  acts        
effectively  with  that  awareness  
Negotiation  Skills   Achieves  favorable  outcomes  in  win/win  negotiations.        
Persuasion   Persuasive  in  change  efforts,  selling  a  vision.  Convincing.        
MANAGEMENT  
Selecting  A  Players   Topgrades  through  effective  recruiting  &  selecting  at        
least  90%  A  players.  
Training/Development/   Actively  &  successfully  trains  people.  Coaches  &        
Coaching   develops  for  promotion  into  positions  where  they  
succeed.  People  builder.  
Goal  Setting   Sets  fair  stretch  goals  for  self  &  others.  Encourages        
individual  initiative.  
Empowerment   Pushes  decision  making  down  to  lowest  level.  Provides        
authority  &  resources  to  subordinates.  
Performance   Fosters  high  level  of  accountability  through  fair,  hard        
Management   hitting  performance  management  system.  Free  with  
deserved  praise  &  recognition.  Constructive  in  criticism.  
Provides  frequent  feedback.  
Redeploying  B/C  Players   Redeploys  chronic  B/C's.          
Team  Builder   Achieves  cohesive,  effective  team  spirit  with  staff.  Treats        
staff  fairly.  Shares  credit.  
Diversity   Topgrades  with  diversity.        
Running  Meetings   Demonstrates  ability  to  organize  &  run  effective        
meetings.  
 
 
 
 
 
 
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Competency   Definition   MAR   Your  Rating   Comments  

LEADERSHIP  
Vision   Provides  clear,  credible  vision  and  strategy.        
Change  Leadership   Actively  intervenes  to  create  &  energize  positive  change.        
Leads  by  example.  
Inspiring  Followership   Inspires  people  to  follow  lead.  Minimizes  intimidation.        
Takes  charge.  Motivates  by  pushing  appropriate  hot  
buttons  of  individuals.  
Conflict  Management   Understands  natural  forces  of  conflict  and  acts  to        
prevent  or  soften  them.  Effectively  works  through  
conflicts  to  optimize  outcome.  Does  not  suppress,  ignore  
or  deny  conflicts.  
MOTIVATIONAL  
Energy/Drive   Exhibits  energy,  strong  desire  to  achieve,  high  dedication        
level.    
Enthusiasm/Passion   Exhibits  dynamism,  excitement,  and  a  positive  can  do        
attitude.  
Ambition   Desires  to  grow  in  responsibility  &  authority.        
Compatibility  of  Needs   Needs  that  are  consistent  with  opportunities  in        
foreseeable  future.  
Balance  in  Life   Achieves  sufficient  balance  among  work,  wellness,        
relationships,  community  involvement,  professional  
associations,  friendships,  hobbies  &  interests.  
Tenacity   Consistent  reward  of  passionately  striving  to  achieve        
results.  Conveys  strong  need  to  win.  Reputation  for  not  
giving  up.  
ADDITIONAL  COMPETENCIES  
Add  competencies,  definitions,  and  minimum  acceptable  ratings  for  other  important  characteristics  here.  
Color-­‐coding  refers  to  the  ease  of  changing  that  competency  through  coaching  and  development  activities.  
 
Competency   Definition   MAR   Your  Rating   Comments  
         
         
         
         
         
         
         
         
         
         
 

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