Mager & Pipe Model

1. Mager & Pipe Model A model for gap analysis and initial needs assessment

2. How to us this presentation • Use the elevator on the right hand side of this slide to navigate through the presentation. • You will note that the initial model slide (flow chart) is too small to read, click to the next slide and it will highlight the various parts of the model. • Once you have completed the slide show, use the Blackboard navigation buttons to continue with the module.

3. Describe Performance Discrepancy Select Best Solution Simpler Way? Mager & Pipe Model Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

4. Describe Performance Discrepancy Select Best Solution Simpler Way? Mager & Pipe Model Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Describe the performance discrepancy What observable, measurable evidence do you have that there is a performance discrepancy? Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

5. Describe Performance Discrepancy Describe Performance Discrepancy Select Best Solution Select Best Solution Simpler Way? Simpler Way? Mager & Pipe Model Mager & Pipe Model Important? Important? No No Yes Yes Yes Yes Arrange for Formal Training Arrange for Formal Training Used to Do it? Used to Do it? Skill Deficiency? Skill Deficiency? Performance Punishing? Performance Punishing? Remove punishment Remove punishment Yes Yes Arrange for Practice Arrange for Practice Non- performance Rewarding? Non- performance Rewarding? Arrange For Positive Consequences Arrange For Positive Consequences No No Yes Yes Used Often? Used Often? No No Is it Important? Is the skill important enough To spend time, money, and effort On closing the performance gap? Arrange Feedback Arrange Feedback Yes Yes Yes Yes Performance Matters? Performance Matters? Arrange For Consequences Arrange For Consequences Change Job Change Job Yes Yes Arrange On-the-job Training Arrange On-the-job Training Implement Implement Yes Yes Obstacles? Obstacles? Remove Obstacles Remove Obstacles No No No No Transfer or Terminate Transfer or Terminate Has Potential? Has Potential?

6. Describe Performance Discrepancy Select Best Solution Is it a skill deficiency? In other words, is is related to skill Rather than something like Equipment or attitude? Simpler Way? Mager & Pipe Model Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? YES No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

7. Describe Performance Discrepancy Select Best Solution Simpler Way? Mager & Pipe Model Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment No Arrange for Formal Training Used to Do it? Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes The person has never performed the task or has a definite skill deficiency (has never been formally trained) Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

8. Describe Performance Discrepancy Select Best Solution Arrange for practice Arrange Feedback Simpler Way? Mager & Pipe Model The person used to do it but… Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment No Used often? Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Re-training may help slightly, but it is really practice and feedback that this person needs Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

9. Describe Performance Discrepancy Select Best Solution Change the Job Arrange for On-the-job Training Simpler Way? Mager & Pipe Model The person has done it in the past and may use it quite often but… Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Simpler Way? Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Often we get caught up in the way things have always been done. For new folks in particular this may not make sense… Use the fresh outlook to see if there is a better, simpler way of doing things. Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

10. Describe Performance Discrepancy Select Best Solution Transfer or Terminate Simpler Way? The person has done it in the past and may use it quite often. There is no simpler way or the way it is done is non-negotiable… Mager & Pipe Model Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment No Has Potential? Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Coaching will help to close the performance Gap if the person has the potential to get up to speed… Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

11. Describe Performance Discrepancy Select Best Solution Is it a skill deficiency? In other words, is is related to skill Rather than something like Equipment or attitude? Simpler Way? Mager & Pipe Model Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No NO Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

12. Describe Performance Discrepancy Select Best Solution Simpler Way? What if the discrepancy is not a skill deficiency?? Not a Skill Deficiency Important? Performance Punishing? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Yes Remove Punishment Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Sometimes being good at something brings on its own punishment… Balancing example… Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

13. Describe Performance Discrepancy Select Best Solution Simpler Way? What if the discrepancy is not a skill deficiency?? Not a Skill Deficiency Important? Non-performance Rewarding? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Yes Arrange for Consequences Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Sometimes by not doing something we are rewarded… Balancing example… Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

14. Describe Performance Discrepancy Select Best Solution Simpler Way? What if the discrepancy is not a skill deficiency?? Not a Skill Deficiency Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Performance Matters? Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Arrange for Consequences Yes Performance Matters? Arrange For Consequences Change Job Yes Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No Often there are no consequences for good or bad performance. If we ensure that there are consequences for good and bad Performance we will often fix the problem. No Transfer or Terminate Has Potential?

15. Describe Performance Discrepancy Select Best Solution Simpler Way? What if the discrepancy is not a skill deficiency?? Not a Skill Deficiency Important? Obstacles No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Performance Punishing? Remove punishment Yes Yes Remove Obstacles Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Are there hardware or software issues? Are the processes streamlined? Is there appropriate support? These are a few obstacles people face. Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?

16. Describe Performance Discrepancy Select Best Solution Simpler Way? Important? No Yes Yes Arrange for Formal Training Used to Do it? Skill Deficiency? Select Best Solution Performance Punishing? Remove punishment Yes Arrange for Practice Non- performance Rewarding? Arrange For Positive Consequences No Yes Used Often? No Arrange Feedback Implement Yes Yes Performance Matters? Arrange For Consequences Change Job Yes Arrange On-the-job Training Implement Yes Obstacles? Remove Obstacles No No Transfer or Terminate Has Potential?