CarMax’s Management Assessment Program (MAP) is designed to be a predictive assessment of success at the next level. Since its inception in 2008, MAP continues to produce excellent results, and the impact of this program continues to strengthen the organization’s ability to “Build a Better CarMax.” Key components of MAP include:
- Prerequisites for MAP attendance
- 16PF (Personality Factor) Questionnaire
- Panel Interviews
- Case Study
- Individual Development Plan
What makes CarMax’s assessment program different?
Depth: Individuals must complete substantial prerequisites prior to being eligible for MAP. The intent here is to ensure that they have the depth of experiences needed to be successful at MAP and at the next level. Also, CarMax has three different levels of MAP “depth”: entry, senior, and director.
Consistency: In the panel interview and case study debrief, CarMax structured interview cards for panelists with questions, follow-ups, and “what good sounds like” teasers so that each panelist is “grading” the same way. The company also tracks panelist results and calibrates them against other panelists; people are given feedback if the data indicate they are the “easy” or “hard grader.”
Research: Since MAP’s inception in 2008, 1,800 assessments have been completed. In 2010 and 2012, CarMax used a consultant group to conduct a study on the results to validate them. CarMax wanted to know if the program was doing what the company wanted (see results below).
Feedback: Feedback regarding the program submitted through an anonymous evaluation distributed post-MAP includes:
- 87 percent of managers and panelists believe MAP correctly identified people’s strengths and opportunities.
- 81 percent of managers and panelists believe MAP accurately assesses an associate’s readiness for the next competency level.
- 90 percent of candidates believe the MAP experience was a valuable way to receive developmental feedback to help grow their careers.
“Prove-ability” and business impact: To date, CarMax has assessed more than 1,800 store, Home Office, and CarMax Auto Finance (CAF) Associates through the MAP program:
- MAP participants ultimately earn a score of “Blue” (highest), “Green” (middle), or “Red” (lowest). Over the last three years, when CarMax force-ranked managers (using Key Performance Metrics after they have been in the next-level role), those who score “Blue” at MAP are in the top three quartiles 73 percent of the time; “Greens” are in the top three quartiles 57 percent of the time; and “Reds” are in the top three only 18 percent of the time.
- After being placed in a next-level role, “Blues” are nearly four times more likely to receive the highest Annual Performance Review (APR) ratings than “Reds” during their first three years in a role.
- “Reds” are 50 percent more likely than “Blues” or “Greens” to turn over at the next level.
As a growth company, MAP allows CarMax to have competent, capable managers ready to support its 10 to 15 percent annual growth goal and its aim to “Build a Better CarMax.”
