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Performance Goals/Measurements
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Performance Goals/Measurements
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Our company is implementing a new performance based incentive program. Does anyone have any good examples of what types of goals/measurements can be used for (i.e.) an Accountant, Actuary, Admin. Assi
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Performance Goals/Measurements
posted at 8/26/1999 2:13 AM EDT
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Posts: 2
First: 8/26/1999 Last: 12/23/2003 |
Our company is implementing a new performance based incentive program. Does anyone have any good examples of what types of goals/measurements can be used for (i.e.) an Accountant, Actuary, Admin. Assistant, ... etc. OR resources for these type of examples. |
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Performance Goals/Measurements
posted at 8/26/1999 7:38 PM EDT
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Posts: 90
First: 6/23/1999 Last: 9/26/2001 |
One of the easy things that comes to mind include the number of errors in producing the paperwork, deadlines being met consistently, etc. A lot of it would depend upon the particular job descriptions and the goals set for each individual. You could set benchmarks for improvements in the area such as if they need improvement in the reduction of mathmatical errors or in the reports produced, specify a percentage reduction of such errors with a specified time frame for that to occur. |
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Performance Goals/Measurements
posted at 8/30/1999 3:37 AM EDT
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Posts: 3
First: 8/30/1999 Last: 9/10/1999 |
Any activity can be measured. Some (such as those you mentioned) and more difficult than others. It's usually worth the effort, however, for both management and the employee.
One approach we've used is a management tool called:'Outcome Expectations'. That's a proven process for identifying the RESULTS expected from the position regardless of who's filling it. By focusing on RESULTS, you minimize the personalities and add metrics to the subjectivity. 'Outcome Expectations' is one of our practical management (read: dumb engineer's) approaches to effective management. It helps build teamwork and improve decision-making through clarifying (and quantifying) the position's expected results. This requires an extra investment for those positions you described, but it can be done. For more info on OEE, just e-mail me. J. G. (Jerry) Hart, CMC JGHartCMC@aol.com |
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