Professional Documents
Culture Documents
Overview
Measuring Results
Measuring Behaviors
Key questions
Where should each individual focus efforts?
What are the expected objectives?
How do we know how well the results were
achieved?
Accountabilities
Broad areas of a job for which employee
is responsible for producing results
Objectives
Statements of important and
measurable outcomes
Performance Standards
Yardstick used to evaluate how well
employees have achieved objectives
Determining Accountabilities
Collect information about job (Job Description)
Determine importance of task or cluster of
tasks
% of employees time spent performing task
Impact on units mission if performed inadequately
Consequences of error
Determining Objectives
Purpose: to identify
Outcomes
Limited number
Highly important
When achieved
dramatic impact on overall organization success
Bound by Time
Achievable
Fully Communicated
Flexible
Limited in Number
Quantity
How much, how many, how often, at what cost
Time
Due dates, schedule, cycle times, how quickly
A verb
The desired result
A due date
Some type of indicator
Quality and/or
Quantity
Characteristics of
Good Performance Standards
Related to Position
Concrete, Specific, Measurable
Practical to Measure
Meaningful
Realistic and Achievable
Reviewed Regularly
Identify Competencies
Measurable clusters of KSAs
Knowledges
Skills
Abilities
Types of Competencies
Differentiating
Distinguish between superior and average
performance
Threshold
Needed to perform to minimum standard
Identify Indicators
Observable behaviors
Used to measure extent to which
competencies are present or not
Absolute system
Compares employees with pre-specified
performance standard
Comparative Systems
Absolute Systems
Essays
Behavior checklists
Critical incidents
Graphic rating scales
Essays
Advantage:
Potential to provide detailed feedback
Disadvantages:
Unstructured and may lack detail
Depends on supervisor writing skill
Lack of quantitative information; difficult to use in
personnel decisions
Behavior checklists
Advantage:
Easy to use and understand
Disadvantage:
Scale points used are often arbitrary
Difficult to get detailed and useful feedback
Critical incidents
Two kinds of measurement
Report of specific employee behavior
Allows focus on specific behavior
Very time-consuming
Measuring Performance
Several types of methods
Differ in terms of:
Practicality (time and effort)
Usefulness (quantifiable)
Summary
Measuring Results
Identify accountabilities
Set objectives
Determine standards of performance
Measuring Behaviors
Identify competencies
Identify indicators
Choose measurement system