Smart Objectives & Evidence of Performance
The acronym S M A R T is used to show the different elements to setting an objective that is fair, measurable and achievable. Identifying evidence of performance should be done throughout a reporting year and not left to memory. This way it can be matched against specific work activities and used in the discussion about performance at any time.
S Specific Describes what is required to be done M Measurable Determines standard A Achievable Within capability R Relevant Does it apply to job role T Timely When must it be complete
ANALYSIS OF WORK
Everyone’s work falls into four distinct categories regardless of what they do; they are:
Core work involves not only individual but also a shared responsibility for meeting a business objective and carrying it out to an agreed standard. These tasks are important to fulfilling an individual’s primary work objectives.
Reactive work are those that although related to an individual’s role often occur with no, or little, notice and generated from outside the person’s immediate control. They are tasks that others request or instigate and have timescale based on their needs. These tasks also include those of standing in for colleagues or dealing with enquiries and problems.
Improvement work is that which helps to improve the process of work or develops staff. Such tasks can involve the reviewing of work processes, on the job training, coaching, and make specific changes to the way things are done. These tasks can fall outside of the job holders primary duties.
Incidental work is where the job holder’s involvement is regarded as necessary but in fact, serves no real benefit to them. Helping others solve their problems, attending meetings for no apparent reason and spending time discussing issues that do not concern them. Work can be sub-divided into types Urgent & Important and both need to be fully considered when organising and prioritising.
This is work that must be completed within a specific time frame whether a time of day or date. It can also be tasks that need to be auctioned at a required speed depending on its place in a chain of events or process of work.
This is based on the seriousness of the consequences or implications on others if it is not done. Maybe a task that enables someone else to achieve theirs or one that has a financial implication. Most people like to do a ‘To Do List’ to either guide them through a busy period or simply to martial their thoughts and get some sense of order before tackling the day’s business. Unfortunately, this may only be a linear list in a random order and often we select those tasks we want to do first before those we should do next. A Priority Grid helps to segregate tasks into groups and give a more holistic view of what needs to be done and in what order.
Taylor Mason can design your internal performance management framework or programme. You can also view one of following courses successfully delivered to other clients:-
For further information on how to set objectives in your organisation or to talk to one of our training advisor’s or consultants please contact us.