Aptive Environmental’s Capability Framework Pilot program takes the subjectivity out of performance reviews and employee development plans, providing a fair and clearly defined path to progression for workers in all states, departments, and management chains.
The program acknowledges and captures the vast differences between the many roles the pest control services company covers, provides enough flexibility to adapt to these roles while exciting and engaging employees, and provides a company-wide standard structure for tracking and projecting employee growth.
Program Details
Aptive’s Capability Framework translates its four core principles—Commit, Hone, Elevate, and Exceed—into actionable and measurable behaviors via the eight capabilities the company wants to develop most in its employees:
- Analysis & Data Literacy
- Change Management & Readiness
- Strategy & Innovation
- Positional Excellence
- Team Building & Collaboration
- Emotional Intelligence & Decision-Making
- Ownership & Building Trust
- Communication & Follow-Through
Competency models frequently can feel abstract with subjective definitions, leaving employees to wonder how they demonstrate something such as strategic thinking in their daily work. The framework aims to provide a reliable structure that empowers employees to steer their professional development in line with the most valuable behaviors and actions within Aptive.
The framework also provides a vision for how employees across the hierarchical tiers of the business can scale these behaviors. For example, the behaviors described in the Ownership & Building Trust capability at the Individual Contributor level then are expanded at the Supervisor/Manager level and further deepened at the Director level, creating a progression of actionable skill development.
Aptive implemented the Capability Framework during the 2025 mid-year review. Some 64 employees within Aptive’s HR department were given an updated review, which incorporated the Capability Framework. Two 90-minute sessions were conducted explaining and demonstrating the framework, one for Utah-based employees and one for remote workers. The sessions provided participants with the opportunity to practice applying the model, ask questions, and preview the upcoming changes.
The following resources were created to support the pilot:
- Three in-house recorded videos describing the structure and potential application of the framework
- An in-house Website hosting videos, documentation, diagrams, and examples of the framework in action
- Three job aids to compare and contrast the capabilities and their associated behaviors
- A job aid for managers to employ during the mid-year talent calibration processes
- A workbook to accompany the 90-minute introductory training sessions
- A fully branded slide deck for facilitators to utilize inside of the 90-minute training session
The mid-year review inside Workday was edited to include the following questions for the pilot:
- Reflecting on your work over the last six months, which two capabilities from the Aptive Capability Framework did you most actively develop or demonstrate? Share specific examples that highlight your growth or impact.
- Choose one behavior from any of the Capability Framework categories that you would like to strengthen in the next six months. What would developing this capability look like in your day-to-day work?
The intention was to help employees understand their current level of proficiency across skill sets and work with their leaders to outline and track concrete milestones for their career progression and performance improvement.
Participants had three weeks to complete their mid-year review following the training sessions and were provided access to Aptive’s Capability Framework Website to deepen and refresh their understanding of the framework’s intentions and functionality. Participants then reviewed their responses with their direct supervisors, clarifying any remaining questions and solidifying next steps.
The Capability Framework and participant goals and milestones are incorporated into all future mid- and year-end reviews. Participants mark their progress, verify their status with direct supervisors, and set new goals as needed. Proficiency in one or more capability serves as a guide for promotions and other career progressions. Participants retain access to the framework Website, which they can access at any time.
Results
Of the 64 participants, three secured promotions after the pilot’s launch in July 2025.
