Overview
Measuring Results
Measuring Behaviors
Key questions
Accountabilities
Broad areas of a job for
which employee is
responsible for producing
results
Objectives
Statements of important
and measurable outcomes
Performance Standards
Determining Accountabilities
Determining Objectives
Purpose: to identify
Outcomes
Limited number
Highly important
When achieved
10 Characteristics of Good
Objectives
1.
2.
3.
4.
5.
Bound by Time
Achievable
Fully Communicated
Flexible
Limited in Number
Determining Performance
Standards
Quality
How well the objective is achieved
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
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
Definition
Description of specific behaviors
When competency demonstrated
When competency not demonstrated
Comparative Systems
Simple rank order
Alternation rank order
Paired comparisons
Forced distribution
Comparative system
Compares employees with each
other
Absolute system
Compares employees with prespecified performance standard
Advantages of Comparative
Systems
Easy to explain
Straightforward
Better control for biases and
errors found in absolute systems
Leniency
Severity
Central tendency
Disadvantages of 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
Kinds of
measurement
1. Report of specific employee
behavior
Easier to use
Describes behavior desired
Measuring Performance
Quick Review
Measuring Results
Identify accountabilities
Set objectives
Determine standards of
performance
Measuring Behaviors
Identify competencies
Identify indicators
Choose measurement system