Training Help if needed ALSO, inform others who need to know Provide feedback and positive reinforcement for what was done well. Definitions of Performance Expectations: They should be clear, brief, attainable, and measurable, and can be expressed in terms of: Quality: how well work must be done in of accuracy, appearance completeness, thoroughness, precision, and compliance with professional standards which may have been established for an occupation Quantity: how much work must be completed within a given time period. Timeliness: when, how soon, within what time period work must be done Effective use of Resources: assess the cost/benefits or use of resources such as money, equipment personnel, time. Manner of Performance: describes specific behaviors that have an impact on outcomes such as cooperation and courtesy (sometimes inappropriately referred to as "attitude") Method of Performing Work: used if there are rules regarding the methods and procedures which must be used to accomplish assignments unrealistic goals. The following guidelines should be considered when writing performance goals with the staff member: Use specific examples of behaviors and of the desired results. Avoid using evaluative terms which do not describe behaviors and/or outcomes, such as "good work" and "bad attitude." Be wary of using terms such as "always" and "never." It may not be realistic to expect that a staff member will always perform perfectly and will never make a mistake. Avoid using numbers in goals unless you actually intend to count the behavior (e.g. attendance, production quantities) Consider the cost/benefit of gathering information performance. As with any other type of information - it costs time and money to gather and maintain. Build performance goals which can identify performance above the base line of expected performance. Staff members want to know how to receive a performance rating which is better than "meets expectations."
Training Help if needed ALSO, inform others who need to know Provide feedback and positive reinforcement for what was done well. Definitions of Performance Expectations: They should be clear, brief, attainable, and measurable, and can be expressed in terms of: Quality: how well work must be done in of accuracy, appearance completeness, thoroughness, precision, and compliance with professional standards which may have been established for an occupation Quantity: how much work must be completed within a given time period. Timeliness: when, how soon, within what time period work must be done Effective use of Resources: assess the cost/benefits or use of resources such as money, equipment personnel, time. Manner of Performance: describes specific behaviors that have an impact on outcomes such as cooperation and courtesy (sometimes inappropriately referred to as "attitude") Method of Performing Work: used if there are rules regarding the methods and procedures which must be used to accomplish assignments unrealistic goals. The following guidelines should be considered when writing performance goals with the staff member: Use specific examples of behaviors and of the desired results. Avoid using evaluative terms which do not describe behaviors and/or outcomes, such as "good work" and "bad attitude." Be wary of using terms such as "always" and "never." It may not be realistic to expect that a staff member will always perform perfectly and will never make a mistake. Avoid using numbers in goals unless you actually intend to count the behavior (e.g. attendance, production quantities) Consider the cost/benefit of gathering information performance. As with any other type of information - it costs time and money to gather and maintain. Build performance goals which can identify performance above the base line of expected performance. Staff members want to know how to receive a performance rating which is better than "meets expectations."
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