Tying performance metrics into an evaluation is an effective way to pin down ability and effort. Typically used as a way to evaluate businesses, programs and internal resources, performance metrics expand the evaluation process by focusing on specific achievement targets. When used in conjunction with best practices, performance metrics can facilitate improved workplace performance and effectiveness among staff.
Develop a set of measurable objectives. Keep them broad, focusing on general areas of performance, such as internal goals promoting the corporate mission. If the mission states, for example, that the organization seeks on-going improvement through professional development of its staff, then an objective might be "Employees will accrue a minimum of 3 professional development credits per month."
Develop criteria to be measured within those objectives, or specific areas of responsibility and accomplishment that meet or exceed employer satisfaction targets and directives. For example, "Uses development time effectively to further corporate and departmental outputs."
Develop a system of measurement, or metrics, to measure objectives and criteria, and measure the process used to achieve them. Scales of measurement might include a numbered system of 1 to 5 or a trend line across a bar graph that examines trends against standards, against benchmarks, or progress toward goals and objectives achieved.
Develop gradations of criteria, for example all 5s would be within the exceptional category; 4s a little less than exceptional; 3s average; less than 3s in the poor performance categories. Write these up accordingly.
Identify the customer requirements, or the process required to achieve customer satisfaction. Include these in the development of criteria areas to be used in the measurement process. For example, "Customer satisfaction is always achieved beyond expectation" would satisfy a 5, and "Customer satisfaction is usually met" would satisfy a 3.5 and below.
Identify the results needed to satisfy all end-users, and what is needed to create quality work products. Include these as areas of criteria to be measured. For example, "Work product exceeds expectation" would be a 5, and "Work product satisfies all requirements" would be a 4.
Include all information on a reporting form, such as a rubric, spreadsheet or checklist with a number line below each set of performance measures. This is your new evaluation process with performance metrics tied in.
Tips & Warnings
Make sure each performance metric is SMART: specific and clear, measurable and able to be quantified or compared to other data; realistically achievable, within the corporate mission; and realistic given the required time frame.