Standards of Performance

Information about Standards of Performance

Published on March 30, 2008

Author: Mehrmann

Source: authorstream.com

Content

Executive Blueprints, Inc : Position Description, Responsibility & Authority Executive Blueprints, Inc Standards of Performance Standards of Performance : Standards of Performance 1. Suggestions for Results 2. The Basics 3. Position Description 4. Define Responsibilities 5. List Key Performance Indicators 6. Individual & Management Review 7. Certificate of Achievement Preparation : Preparation To get the most of this tutorial, we suggest that you prepare with writing instruments and your canvas (blank paper) available as you follow along. You can document your personal progress and ideas as you follow the presentation. For best results, group participation or review is recommended. It is also suggested that you go through the entire process and then review what you have learned. Look for this icon in the top right corner as a prompt for you to document your personal strategy canvas. Suggestions for Best Results : Suggestions for Best Results If this is the first time creating Standards of Performance – Give each person a working copy of the Standards of Performance Prompt individuals with similar positions or teams to work together Each person is responsible to document position description and METRICS Individuals forward completed copies to Manager for Review Manager reviews Standards of Performance with each individual Update and Revise Standards of Performance as necessary Establish Frequency for Reviewing Reports and Performance Indicators Individual submits performance reports to manager according to schedule Review Performance as agreed (weekly, monthly, or yearly) At time of Performance Review, Manager and Individual review reports Based on this method Responsibilities, expectation and levels of authority are defined Individual responsible for reporting ongoing performance reports Address improvements timely, no surprise at Yearly Performance Review Suggestions for Best Results : Suggestions for Best Results If you have Position Descriptions & Standards of Performance – Give each person a copy of existing Standards of Performance Prompt individuals with similar positions or teams to work together Individual Yearly Review of Standards of Performance Update and Revise Standards of Performance as necessary Group Review of METRICS and Performance Indicators “How do positions relate to one another and support each other” Post Performance Reports for Group review, Celebrate Individual Success Based on this method Responsibilities, expectation and levels of authority are defined Individual responsible for reporting ongoing performance reports Address improvements timely, no surprise at Yearly Performance Review Groups Celebrate Success, Motivation and Common Direction Reminder of how personal performance impacts Group Success Suggestions for Best Results : Suggestions for Best Results If you have an Open Position or New Hire – Use the existing Standards of Performance to create Job Requirements Review the position priorities to define Skills Required Review the position priorities to define Education Required Review the position priorities to define Attributes that promote success Use the Interview Workbook to measure applicable skills history New Hire Give the new employee a copy of the Standards of Performance Manager reviews Standards of Performance with the New Hire Job Training with people who have similar Standards of Performance Train New Hire to provide Performance Reports according to schedule Manager reviews Performance Reports with New Hire Establish goals and plan for continuous improvement Periodically Revise or Update Standards of Performance if necessary The BASICS : The BASICS Position Name – What do you call the function? Department – What is the name of the Group? Name – What is the name of the person? Date – The latest revision or update Purpose : Purpose Describe the Goals, Objectives, Duties, Assignments, Value, and Obligation of the position and outcome or results. Write a few sentences or a short paragraph about the position. What do you do? Why is it important? Who do you impact, benefit or support? Who provides support, information or materials to you? What do you do with it? Tell the story in your own words . . . . . Scope : Scope Describe the levels of authority for the position. What decisions do you get to make? What do you have the authority to Approve or Deny? Do you directly handle or indirectly impact any financial transactions? Do you give instructions to other employees, colleagues or vendors? Do you interact or influence decisions of customers? Tell the story in your own words . . . . . Status : Status Describe the organizational structure. Who do you report to, and who reports to you? Describe your position. Tell the story in your own words . . . . . In Your Own Words : In Your Own Words Each person should describe the Position in his or her words Responsibilities : Responsibilities Create detailed descriptions of primary responsibilities. Create a one line description or title of a specific responsibility List duties associated with the specific responsibility Create a METRIC for each responsibility Define Your Level of Authority What’s a METRIC? A Metric is a method of measurement. Quantity, cost, number, dates, days, time, percentage are all items that can be tracked. If you can track it on a graph or chart, it is probably a Metric. Repeat: List all Responsibilities and Duties Responsibilities : Responsibilities Define the many responsibilities for each position Key Performance Indicators : Key Performance Indicators There are Four Recommended Areas for Key Performance Indicators * Please feel free to adjust or change the areas if necessary for your needs. 1. BUDGET (Revenue or Cash Flow) Every person / position impacts profitability or expense Define personal responsibilities and duties that have financial impact 2. CUSTOMER FOCUS Every position impacts a customer (internal or external) Define customers and areas of impact 3. EMPLOYEE PERSONAL DEVELOPMENT Create goals, plan and schedule for personal skills development 4. NEW BUSINESS Opportunities for improvement, better processes or new business Key Performance Indicators : Key Performance Indicators There are Four Recommended Areas for Key Performance Indicators * Please feel free to adjust or change the areas if necessary for your needs. For each of the Key Performance Indicators– Define and Schedule specific Performance Reports This is a list and schedule of reports that the individual will prepare Performance Reports submitted to Management according to schedule Performance Reports should be graphs, based on METRICS Performance Reports should have GOALS as well as current performance Management Reviews Reports with individual according to schedule Address opportunities for improvement as joint effort with defined objectives No surprises – Track performance by measurements, use the reports to complete the Yearly Employee Performance Review Share Reports for Group Objectives and Celebrate Individual Success Key Performance Indicators : Key Performance Indicators List of Performance Reports and Schedule for producing them Quick Review : Quick Review The Basics Describe the Position in Your Own Words Purpose Scope Status Define Responsibilities Duties METRICS Authority List Key Performance Indicators List of Performance Reports Individual and Management Review Certificate of Achievement : Certificate of Achievement www.ExecutiveBlueprints.com/certificates/013245.htm Free Certificate of Achievement for Completing this Course! Click on the link below to print your free on-line Certificate of Achievement. Click on the special link above and connect to our web site Type Your Name as you would like it to appear on the Certificate Change your Page Setup or Printer to LANDSCAPE Print your certificate Note – Requires the ability to connect to the Internet and local connected printer. About Executive Blueprints, Inc : About Executive Blueprints, Inc Business Consulting Professionals Affiliated Consultants with years of Executive Business management and “real life” experience and success Characterized by a passion for learning and talent for teaching. We consolidate experience and relevant information into seminars, self-paced tutorials, coaching and targeted support Projects to accommodate the demands of modern management.www.ExecutiveBlueprints.com So much more from : BizRolodex of Discounts Executive Coaching Business Consulting Travel Tips and the list keeps growing Go to www.ExecutiveBlueprints.com for Calendar of Seminars Case Studies Training Tools electronic Books Email Newsletter Executive Blueprints is designed and managed by business leaders, with input and suggestions from business leaders, to support the efforts of current and future business leaders. Get Connected, share your knowledge and learn from the experience of other successful executives. So much more from www.ExecBlue.com

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