Further to the interesting panel discussion on measuring the performance of a BA during the BA World, at Bangalore, India, I thought I would like to add my ideas / thoughts on how the performance of a BA can actually be measured – from a BA and an HR perspective.
My thoughts are that one needs to measure performance and potential. Any performance measurement generally follows an approach where you measure against results, and the potential is measured against competencies.
Performance measurement for a BA therefore has two options.
- Measuring the CSAT score (The BA is responsible for this directly)
- Measuring the number of times a BRD is modified during the validation stage
A third option that may also be looked at is as given below, though I believe that the two above is quite adequate and clear.
- Measuring the number of times a sponsor is unable to make a decision when the BRD is submitted for final inspection
When it comes to potential, we have the 53 competencies from the IIBA or the Eight Competencies Model as given by Glenn Brule. Organizations could also consider their own appropriate mix that uses parts of this framework and define the levels of competencies that are desired.
Based on the above – it should be easy to design an assessment tool to measure the performance of a BA.