Employee Performance Metrics - Promotions, Raises, Performance Trends, Competency.

Description

Performance Metrics communicate individual employee performance as well as aggregate performance metrics and trends for each department, division and line manager.

Business Case

Individual Performance Metrics are widely used to objectively measure employee’s performance against defined company, department and individual objectives. Employee performance can be compared against other employees and used to identify employees who are ready for promotions, raises or management rotation programs. Aggregate Performance Metrics for each department, division or line manager can be used to identify managers who create and foster high-performing teams, as well as those managers who may need additional training.

Required Data

Performance Rating – Current Year   Example: Above Target
Performance Rating – Previous Year   Example: On Target

Samples

Implementation Considerations

There are many considerations that can be taken into account when defining the performance metric calculation.  In fact, multiple performance metrics may be desirable.  Some metrics are listed below.  Your HumanConcepts Professional Services Consultant can work with you to define calculations that take into account the available data and your business needs.

Performance Trend

Example: Up, Down, Flat
Most organisations capture performance data for multiple periods (quarters or years) so that they can identify employees who are consistent performers, as well as those whose performance varies from period to period. Trend information is also useful in identifying employees whose performance has improved as a result of training or job rotation, and those who have performed consistently poorly, irrespective of additional training.

Competency

Example: Communications Skills – 4, Technical Skills - 3
Most organisations define competencies (or skills) that employees at each level should be graded on.  Scores on each individual competency are combined into a final performance metric, such as Below Target, On Target or Above Target. Including detailed competency information on individual performance reports helps line managers and HR Professionals recommend appropriate training courses or job assignments that will enhance the employee’s performance and help that employee improve a specific skill set.