Find the right project manager

Find the Right Project Manager

Aita Salasoo, Jeff Boyle, and Robert RootContact: aita.salasoo@cognizant.com

Catch our presentation “A Scorecard Approach to PPM Talent Management” at the PMI NA Global Congress, New Orleans, 28 October, 2013

2 © Copyright Cognizant 2013

Agenda• Challenges• Approach• Classification Model• Scorecard Overview

• Structure• Example• Metrics – Individual and

• Process• Benefits• How to Start• Summary• Acknowledgements

Challenges

Varying NeedsPortfolio

ProjectManaged

WorkProgram

ProjectProjectProgram

Project

Managed Work

Are we working on the most important things (e.g., strategically aligned, value for spend)?

Are we achieving the planned business benefits?

How can we deliver the intended high-quality outcome on time and on budget?

This is supposed to be a slam dunk. No surprises please!

Methodology

Technology

Domain

Supply Challenges

People differences

Rapid decision

Finite resource pool

Approach

1. Capture the diversity of projects and PM* candidates

2. Seek best fit, rather than most senior PM

3. Use a scorecard tool to make the parameters visible

4. Educate the resource pool

5. Expand usage beyond staffing to recruiting, training,

portfolio planning, and career development

* Project Manager

Classification Model

• Based on boxing metaphor

• Excellence exists at all levels

• Example for Project Planning Experience

Flyweight Welter-weight

Middle-weight

Heavy-weight

World-Class

Scorecard Overview

Scorecard Structure

Skills and Experience• Ratings based on actual

experience and training, e.g.,

• Number of years as PM• Largest project managed• Certifications

Competencies• Ratings based on

leadership observations of PM in action, e.g.,

• Key capabilities and behaviors needed in portfolio or program

• Team leadership• Application of PM skills

to projects• Level of client trust

Partial Scorecard Example

Scorecard Metrics• Overall Average Score

• Average rating points across all items• Used to establish PM’s Classification• Range = 1.0 to 5.0)

• Average Scores for Competency and Experience • Based on all item for Competency or Experience; captures broad

range of competencies, skills, and experiences• Indices – focus on items specific to local context

• Competency Index: Based on 5 differentiating Competency items• Experience Index: Based on 5 differentiating Experience items

• Individual rating patterns / distributions• Reveal strengths and weaknesses of each PM

• Resource pool characteristics• Does it match portfolio or program needs?• Is it improving in time?• What gaps need to be addressed?

Individual Scorecard MetricsItem# Item descriptionCategory Index FW WW MW HW WC

7 comp: use PM skil lsCompetency Comp Index 48 comp: Proj ldrshipCompetency Comp Index 3

11 comp: client relCompetency Comp Index 114 comp: perf w/offshoreCompetency Comp Index 320 cl ient facing ski l l sCompetency Comp Index 39 comp: staff dev'tCompetency 3

13 comp: GDC apprchCompetency 315 comp: C2.0Competency 217 comp: acct devCompetency 121 team leadershipCompetency 42 exper: scope #projsExperience Exper index 33 exper: scope # orgsExperience Exper index 34 exper: proj complexExperience Exper index 3

19 offshore yearsExperience Exper index 31 proj sizeExperience Exper index 35 skil l : PMP certExperience 36 exper: PM yearsExperience 3

10 exper: cl ient levelExperience 212 skil l : comm's contentExperience 316 exper: proj planningExperience 218 exper: domain SMEExperience 3

Count by level 2 3 14 2 0 21Points per level 1 2 3 4 5

Total Points 2 6 42 8 0 58Average Overall Score 2.8

Distribution of Points 11% 17% 78% 11% 0%

Experience Avg 2.7Competency Avg 2.9

CLASSIFICATION

Distribution

Total ScoreOverall Average

Total Items

Category Averages

Group Scorecard Metrics

Welterweight

Flyweight

Middleweight

Heavyweight

World Class

Portfolio X PM Scorecard Profiles – First Use

Additional Group Scorecard Metrics

Range = 1.4 – 3.4, Average = 2.2

Flyweight

rweight

Middleweight

Heavyweight

Class0

Distribution of PMs by Classification

1st Use 2nd Use 3rd Use

Overall Average Score -3-time PMs

Scorecard Process• Understand the portfolio or program

• Customize the scorecard for longevity

• Validate the instrument

• Leadership rates PM candidates on scorecard items• During interview• Periodically

• Leadership reviews pattern of results for PM resource pool

• Assign PMs to projects with more certainty

• Share individual results with PMs for career support

Benefits

PM Scorecard Benefits

• Customized, quantifiable foundation for portfolio and program planning and resource management

• Enables PM improvement programs to be undertaken and measured

• Provides consistency between job descriptions, PM interview guides, and PM training curricula

• Supports individual PM career growth

How to Start

Understand Your Portfolio

or Program PM Needs

Develop Your Custom PM Scorecard

Validate, Communicate, and Start Using

Summary

SummaryProject Manager Scorecard

• Match PM skills, experiences, and competencies to project needs to assign resources to projects and programs

• Ratings identify individual and PM resource pool strengths and areas for improvement

• Use also for PM career development, recruiting, and training curriculum planning

As project types are differentiated, so are PM skill sets needed for success

Flyweight Welter-weight

Middle-weight

Heavy-weight

World-Class

White Paper available!

Thank You!

Find the Right Project ManagerWe can help with your scorecard

Aita Salasoo, Jeff Boyle, and Robert RootContact: aita.salasoo@cognizant.com

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