Each role has his own organizational competencies, that are the ones expected from all the company's members, and specific competencies of the division depending of the tasks they have to perform. To increase the evaluation's objectivity, we perform a measure through surveys made in 360 degrees. That means that to each employee no only the boss evaluates him, but his colleagues or peers get involved, and the employees that report directly to the person and, of course, the self evaluation. In some cases, evaluations from internal and external clients can be included.
The gears must work perfectly between the company's organizational strategy and the employees execution of the work. If the employees know what's expected of them, if we're clear in explaining them what are the behavioral competencies required to the position he's occupying, then they can put an enfasis in strenghtening the behaviours in the productivity we expect from them.