Performance Measurement Process


Track Employee Performance

  • Establishing a performance measurement process within an organization is vital in evaluating employees. The overall success of established objectives is largely due to the performance of employees. Create a process to define and measure responsibilities, goals and performance to help meet business objectives. Work according to objectives and goals to assist employees in accomplishing duties and responsibilities based on specific objectives and an end result in mind.

Establish a Plan

  • To establish performance measurement, define the duties and responsibilities, objectives, activities, target measures and competencies for each employee and position. Designate a weight for each task, according to its importance. Achieve this by making a list of each responsibility an employee has. List specific tasks involved with completing each responsibility and assign a percentage weight according to job importance. The measurement percentages for each employee's responsibility should total 100 percent. For example, if answering phones for a receptionist is 70 percent of his performance, but the receptionist has a second duty of completing daily mail, the mail task would have a weight percentage of 30.

Monitor and Coach

  • The main objective of a performance measurement is to track performances actively by observation and data collection. To help keep employees on track, they, in addition, should rate and track their own performance. Concise measurement statements such as: "I will perform data-entry duties with no more than two errors per project" requires the employee to work with a clear objective in mind. Involve the employee in the measurement process from the beginning to make an honest assessment of her own performance and identify areas in need of improvement.

Performance Appraisal Process

  • Assign the self-assessment measurement as the first step in the performance measurement process. Allow the employee to provide feedback to management as a contribution to his overall evaluation. An appraisal should measure the employee's performance against the predetermined objectives, target measures and competencies. A rating summary should be completed from the data provided by the employee and manager.


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