Performance evaluation is an important and necessary step for both employees and the organization they are a part of. Based on the results of this evaluation, managers will be able to determine which decisions they need to take in regards to training, promotions, wage increases as well as corrective and disciplinary measures for each team member. Once both objectives and strategies for the evaluation have been defined, it’s important to look at the correct metrics to measure performance.
Metrics used to evaluate production staff
Even though there is a certain amount of crossover between metrics used for both evaluation types, some criteria differ depending on whether the performance evaluation is for production personnel or administrative personnel. Performance evaluation for production personnel can be reduced to five different categories :
- Quality: Is what is being produced meeting both required specifications and organization standards? Are the required procedures and work methodologies being followed correctly?
- Productivity: Is the employee’s work quota being met? Is their time being used as efficiently as possible? Is their performance maintained throughout the work year?
- Knowledge: Does the employee possess all the technical knowledge required to do accomplish their work? Are related tasks performed adequately?
- Organizational standards: How attentive is the employee in regards to the well-being and maintenance of their equipment? Are security norms being respected? Is their work being done in a safe manner?
- Behavior: Is the employee respectful towards their colleagues and their superiors? How well do they collaborate with their team? Is any effort being made to maintain a good relationship with co-workers? Are they able to manage emergencies and unexpected situations while remaining calm? Are they punctual? How is their attention to detail? Are organizational rules and policies being followed correctly?
Metrics used to evaluate administrative staff
As no products are being created by administrative staff, their performance is measured following these metrics:
- Quality: How rigorous is the employee in regards to their tasks? Are verifications and follow-ups being performed to guarantee high-quality work output? Is their time being used efficiently to accomplish the tasks that are asked of them? Are deadlines being respected?
- Organization: Are they correctly prioritizing their tasks? Is their work being organized optimally?
- Decision-making: Are they able to correctly identify any issues they encounter? Are any solutions being elaborated and proposed to overcome these issues? Are the correct initiatives being taken to meet your organization’s objectives?
- Behavior: Is the employee respectful towards their colleagues and their superiors? How well do they collaborate with their team? Is any effort being made to maintain a good relationship with co-workers? Are they able to manage emergencies and unexpected situations while remaining calm? Do they remain flexible when changes occur within your organization? Are company rules and policies being correctly enforced? Are they displaying professional integrity and ethical behavior when accomplishing their tasks? Are they punctual? How is their attention to detail?
It is fundamental for superiors to select the very best metrics when giving an employee a performance evaluation. Many other sources of information can be used when giving an evaluation to help paint a better picture of the employee’s general performance. Reviews from peers, subordinates and clients, self-evaluation as well as a 360-degree feedback process can all contribute to providing the most accurate performance review possible.