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Performance Management Program

SETTING OBJECTIVES

COACHING

EVALUATING

GIVING & RECEIVING FEEDBACK

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• List the six steps in developing and using high impact, motivating and measurable objectives

• Identify the three essential parts of writing any job objective

• Write an objective for yourself

By the end of this training, you will be able to:

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Definition of Performance Objective

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What does SMART stand for?

S ____________________

______________________

______________________

_____________________

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M

A

RT

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Why set Performance Objectives?

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JOBDESCRIPTION

Performance Objectives Go

BEYONDthe job

description.

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Six steps

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Step 1: Supervisor Reviews Key Documents

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• How do I support my team in working toward its goals?

• What is the best way to measure this objective?

• Where do I need to improve and what support do I need?

Step 1: Employee Answers:

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Step 2: Types of Objectives

• Essential job tasks

• Problem-solving

• Skill development

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Step 3: Supervisor and Employee Draft Objectives

• SMART • Easily understood• Motivating• Determine priorities• 5-7

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Step 4: Planning Meeting

DISCUSS

AGREEPLAN

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Step 5: Check-in Meetings

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Step 6: Evaluation Meeting

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How to Write a SMART Objective

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How to Write a SMART Objective

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How to Write a SMART Objective

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Which of these verbs are measurable Action Verbs?YES NO

Decrease / increase

Be aware of

Distribute

Understand

Build the capacity of

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How to Write a SMART Objective

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Measure Categories

Measurement Example

Quantity Four reports; All vehicles; Three donor visits; Five performance appraisals; 80% of children

Quality Completed with no errors; % of tests repeated; rate of employee turnover

Cost Within budget; at a savings of 5% from previous quarter; %variance from budget

Time Within 2 days of request; by the 15th of each month; quarterly

Standard In accordance to ORR requirements; per Cooperative Agreement standards; department standards

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Activity

Write an objective for yourself.

Have a partner review.

Is it SMART?

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Overcoming Obstacles

• Lack of time• Frequently changing• No support from supervisor• No direction from above• Hard to measure

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Wrap-up

• SMART• Six Steps