Job Performance Management System
For the measurement & reward of an employees performance against company targets and expectations.
Without quality Employees a Company will cease to function. A Manager is there to facilitate the performance of their team; a Director is there to lead the direction of the Company including the team.
An Employer or Manager needs to be able to understand how their team can most effectively operate.
This would involve understanding the dynamics of the individuals within the team – their strengths, weaknesses and where growth and performance improvement can be best achieved. How to effective communicate collectively and individually, plus what to shield and what to share.
A system such as this will create pride and passion in the company, a desire to work hard and achieve. The system should to be fair and objective, avoiding the risk of subjectivity. Targets need to be stretching but achievable; Rewards to be an incentive not valueless.
Step one - create specific and comprehensive job descriptions for each role.
Step two – create a matrix/Template which can measure performance against the following areas:
Coaching and self improvement
Customer service standards and feedback
Company ethics awareness
Health and Safety standards
Pride and passion, growing the Company reputation.
Qualify the effectiveness of each JD and PMS with Managers and company directors.
Using feedback from Employees, Managers and Company guidelines create a suitable reward package for excellent performance I.E. pay rise/bonus/shares/discounts/holiday entitlement etc. Equally a suitable reward for standard performance and a development programme for under performance.
Niki Chalkley – Professional Development consultant.