Ideally this is the best way to have a clear understanding of Performance. The problem is before you can get to KPI in Job Description you need foundations.
- You Need a Charter of the Department or Section. 2-3 hours
- You then Need to have a Measure of the Department or Section’s Performance. 2-3 hours feedback session with Department Personnel.
- Then Delegate to the Department the Job Descriptions and how they are Individually Measured. 2-4 hours.
- Visually Map the Department’s Core Processes. 2-4 Hours.
- Feedback the Department’s Personnel regarding that Workflow and meet consensus.
- Then Describe it Narrative.
- Then you need to agree on a Budget of Time and Resources to measure and Correct Department Performance. 2-4 hours.
- Correction and Growth plans for the Department. Allocate improvements and additional resources allocated for the growth (this is where a whole plan fails, because even if a department meets all these, if the whole company doesnt grow then no one gets anything).
its not hard to Build KPI into the Job Description. Its the MACRO level of the business which becomes a problem. A good Job Description is 20% of the Challenge. 80% is Feedback and Correction: Management is the hard part.
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