Set & Agree Performance Objectives & Competencies
"Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals.
"Alongside objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.
"Some organisations, but by no means all, use competencies and competencies as components of performance management. Competencies describe what people need to be able to do to perform a job well to perform well. To be able to do a job at a technically competent level and to have behaviours that reinforce those technical skills."
(http://www.cipd.co.uk/subjects/perfmangmt/general/perfman.htm)
Guidance
Objectives are agreed at the beginning of the year and should include quality and success measures.
Objectives should conform to the SSMART classification and linked to business objectives.
SSMART objectives:
Stretching – Objectives and standards should be challenging for employees. The appropriate setting of stretching objectives will drive improvements in employee and organisational performance.
Specific – Objectives and standards should let employees know exactly which actions and results they are expected to accomplish.
Measurable – Whenever possible, objectives and standards should be based on quantitative measures.
Attainable – The objective or standard should be achievable, but challenging, and attainable using resources available.
Relevant – In order to provide every employee with an understanding of how they add value and their accountabilities within the organisation, there should be a clear line of sight between individuals and organisational objectives.
Timely – Results should be delivered within a time period that meets the organisation’s needs, as well as providing employees with a defined time frame in which the objectives should be achieved.
It is important that managers and employees take an equal role in the setting of performance objectives. Employees need to be comfortable with any objectives set and managers need to ensure they fit in with relevant business objectives.
Tools
DFT Performance Management Process
DWP Competency Framework