Employee Capability Assessments


We can measure the overall capability of your employees, identify gaps and suggest approaches to close the gaps that are consistent with your organization’s overall value system and all applicable legislation.

Scope And Deliverables

How do I ensure that I have, hire and keep the right people?

It begins with planning. Results improve when you ask questions like these:

  • What positions do we need to achieve strategic goals? (Use openings as opportunities for restructuring.)
  • What specific skills, knowledge, background, and personality style are critical?
  • Where will I find the best candidates?
  • What questions determine whether they have the right skills/background?
  • What other tools or assessments should be used in hiring?
  • How do I ensure that I’m in compliance with all regulations?

If we were to ask ourselves what differentiates one of our employees from another, the answer is quite clearly their capabilities — what they bring to their jobs. What should influence their progression to becoming a supervisor, a team leader or a manager is not their abilities to accomplish tasks but their potential for that role as demonstrated through their capabilities. This is where most organizations get into trouble today. For ease of measurement and objectivity, they tend to depend excessively on task accomplishment measures and frequently overlook capability assessment. When the employee turns around and demands rewards on the basis of their capabilities, organizations have trouble meeting those expectations.

The perfect candidate for any job has the right combination of three things:

  • Knowledge and skills – what we know
  • Values and preferences – what we like to do
  • Complexity of information processing – what we can currently handle

The first two components are fairly straightforward and relatively easily measured. The third component, our ability to handle complexity, is not widely understood. Hence, it is assessed intuitively but not in terms that can be articulated, consistently applied, or measured. SatiStar can help you understand your employee’s capabilities by helping you assess all three of these points.

What We Will Do

  • Create a full listing of employees and their formal and informal reporting relationships.
  • Determine accountability of employees for critical deliverables. This includes direct and indirect accountability, as well as the urgency of the deliverable.
  • Determine the difficulty in replacing the employee, including existing cross-trained employees, cost of training, outsourcing potential, etc.
  • Rank employees in terms of their results orientation, based on their prior track record of performance.
  • Rank employees in terms of their versatility – their ability to do many different jobs.
  • Assess the demand for the skills of the job in the marketplace.
  • Determine strengths, weaknesses, opportunities, threats (SWOT)
  • Create a guidance document for transitioning from current to future state (including repositioning, recruitment, outsourcing, re-training, reorganizing, etc).
  • Provide the assessment report to your leadership team.

What We Need You To Do

  • Provide us with access to employee files, including relevant confidential files.
  • Provide us with access to all relevant employees, including management.
  • Complete requested checklists in a timely manner.
  • Ensure timely review and approval of submitted action plans.
  • Implement approved actions in a timely manner.


Consulting Overview

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SatiStar's Experience Makes The Difference!

  • . . . worked extremely well with the departmental and site managers . . . goal oriented and met the objectives set within the quoted budget and ensured the results were attained for the Company.

  • The guys from SatiStar did more in one week than we were able to do in 6 months.

  • Achieving ISO registration was far less onerous than we thought, our employees really rallied to the cause. The registration effort really brought us closer together as a team, and SatiStar really came through for us when we needed them.

  • We started this process a year ago with Mickey helping us create a spaghetti map of our processes on the whiteboard, and then his team guided us through their streamlining methodology and got us to where we are today. Our processes now look nothing like the spaghetti map – and we’re much more efficient today

  • This projected cycle time reduction of over 80% annual cost savings amounting to over 3% of sales, one-time savings of roughly $10 million, and working capital reduction of roughly $30 million really have us excited!

  • An outstanding success with Motorola’s vendor audit! What made this an exceptional achievement is that it typically takes 4 to 5 attempts to pass this audit. SatiStar’s expertise made it easy to avoid all the extra attempts.