Under the State of Missouri’s PERforM employee appraisal system, each employee must have at least one performance objective for each of five performance components used to evaluate all employees. Supervisors and managers have three additional components.
W |
hile performance components describe major areas of the employee’s job, performance objectives describe the level of performance employees are expected to achieve for each component. Establishing the correct objectives for each component is critical to the their success and the PERforM process.
Types of Objectives
Routine Objectives
Routine objectives are based on tasks or assignments employees are expected to do on a regular basis. These objectives are generally consistent from one appraisal period to the next and part of employee day-to-day work process.
Project Objectives
Project objectives may change with each appraisal period (e.g. special projects). These objectives are based on specific assignments to be completed or meet a specified stage of completion during the appraisal period.
Developmental Objectives
Developmental objectives are chosen to enhance performance and prepares employees for future positions and growth within the organization.
Routine and project objectives are always written to reflect performance at the level of a trained, experienced “SUCCESSFUL” employee.
Properly Written Objectives:
Allow employees to understand what is expected of them from the beginning of the beginning of the appraisal period.
Enable the supervisor to more readily observe, document and coach.
Provide employees a means of self-measure.
Provide tangible means of clarification if/when disagreements about work assignments arise.
Allow for an accurate comparison of “what was done” to “what was expected.”
No comments:
Post a Comment