Performance planning

1. PERFORMANCE
PLANNING

2. FOUNDATION OF
PERFORMANCE
PEOPLE CAN & WILL PERFORM BETTER WHEN THEY:
 KNOW & UNDERSTAND WHAT IS EXPECTED OF
THEM: (GOALS)
 HAVE BEEN ABLE TO TAKE PART IN FORMING
THE GOALS (PARTICIPATION)
 GET SUPERVISION, SUPPORTS, & RESOURCES:
(ENABLING CONDITIONS)
 GET FEEDBACK ON THEIR PERFORMANCE:
(APPRAISAL)
 ARE ENABLE TO ACHIEVE THE GOALS:
(DEVELOPMENT)
 HAVE POSITIVE CONSEQUENCES FOR
PERFORMANCE: (REWARDS)

3. PERFORMANCE MANAGEMENT
SYSTEM
(PMS)
• PLANNING PERFORMANCE
• MAINTAINING PERFORMANCE & DIAGNOSING
PERFORMANCE PROBLEM
• APPRAISING PERFORMANCE
• REWARDING PERFORMANCE
• DEVELOPING PERFORMANCE

4. The PM cycle in organizations
8. Prepare
development
plans
1. Analyze JD
& choose PA
criteria
5. Appraise
performance
against
expectations
4. Monitor, assist &
control performance
3. Plan to
perform the
task
2. Set targets &
communicate
expectations
7. Make
personnel
decisions
6. Review &
provide
feedback

5. PERFORMANCE PLANNING
IT IS A PROCESS THAT INVOLVES:
 SETTING OF PERFORMANCE GOALS TO BE
ACHIEVED;
 IDENTIFICATION OF PERFORMANCE
REQUIREMENTS TO ACHIEVE GOAL, AND
 IDENTIFICATION OF COMPETENCIES AND
CONDITIONS TO PERFORM

6. GOAL SETTING
• REVIEW ORGANIZATIONAL & UNIT PERFORMANCE
GOALS
• REVIEW JD & JS OF CONCERNED EMPLOYEE/ TEAM
• IDENTIFY KEY RESULT AREAS (KRAS)
• IDENTIFY PERFORMANCE MEASURES OR INDICATORS
• SET GOALS/ STANDARDS
• IDENTIFY PERFORMANCE COMPETENCIES &
ATTRIBUTES
• FORMULATE WORK PLAN

7. KEY RESULT AREAS (KRAS)
PRIORITY AREAS OF PERFORMANCE IN TERMS
OF THE RESULTS OR OUTPUTS EXPECTED OR
DESIRED SIGNIFICANT ACHIEVEMENTS
REQUIRED
 EXAMPLES OF SOME IMPORTANT GENERAL
KRAS:
 CUSTOMER SERVICE
 ORGANIZATIONAL & STAFF DEVELOPMENT
 EMPLOYEE SATISFACTION

8. PERFORMANCE MEASURE
AN INDICATOR OF PERFORMANCE THAT
MEASURES WHETHER AND TO WHAT
EXTENT THE OBJECTIVE HAS BEEN
ACHIEVED.
MEASUREMENT CRITERIA:
 QUANTITY (HOW MUCH/ MANY)
 TIME (HOW SOON/ BY WHEN)
 COST (WITH WHAT RESOURCE)
 QUALITY (HOW WELL)

9. PERFORMANCE GOAL/TARGET
THE PLANNED OUTPUT/ OUTCOME/ RESULT
TO BE ACHIEVED WITHIN A GIVEN PERIOD
OF TIME.
TYPES
a. OUTPUT TARGETS
b. DEVELOPMENT TARGETS

10. WHY PERFORMANCE GOAL
SETTING?
 WHAT GETS MEASURED IS GET DONE
 IF YOU DON’T MEASURE RESULTS, YOU CAN’T TELL
SUCCESS FROM FAILURES
 IF YOU CAN’T SEE SUCCESS, YOU CAN’T REWARD IT
 IF YOU CAN’T REWARD SUCCESS, YOU ARE PROBABLY
REWARDING FAILURE
 IF YOU CAN’T SEE SUCCESS, YOU CAN’T LEARN FROM IT
 IF YOU CAN’T RECOGNIZE FAILURE, YOU CAN’T
CORRECT IT
 IF YOU CAN DEMONSTRATE RESULTS, YOU CAN WIN