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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
Time
Due dates, schedule, cycle times, how quickly
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
Simple rank order Alternation rank order Paired comparisons Forced distribution
No information on relative distance between employees Specific issues with forced distribution method
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