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Competency: Managing Performance

• Aligns individual and team goals with the organization's goals and objectives.
• Sets long and short term goals.
• Measures performance of goals and objectives.
• Provides employees with necessary resources to accomplish their goals.
• Sets specific and measurable goals for others and follows through to completion.
• Makes sure the team's goals are met.
• Sets clear and ambitious goals to be met.
• Ensures that team goals are met 85 percent of the time.
• Measures job performance of subordinates against defined goals and objectives.
• Ensures team members understand the department goals.
• Adjusts performance goals as needed to meet the demands of the department/organization.
• Sets challenging goals and objectives.

• Ensures employees understand their performance expectations.
• Plans and sets work expectations.
• Obtains commitment from employees regarding completion of tasks.
• Ensures employees understand how work is to be completed.
• Sets and maintains high standards for self and others.
• Revises the OKRs required for the position on a quarterly basis.
• Creates clear standards that are understandable and fair.
• Establishes standards for expected performance.
• Sets the Objectives and Key Results (OKRs) required for the position.
• Aligns individual and team performance expectations with the organization's expectations.
• Sets performance expectations that are clear, specific and concise.

• Establishes standards for expected performance.
• Ensures that OKRs are aligned with company objectives.
• Creates several measures of success for each goal.
• Establishes indicators to measure levels of performance.
• Monitors performance on a regular basis.
• Determines the Objectives and Key Results (OKRs) needed for the position.
• Identifies the Key Performance Indicators (KPIs) for the position.
• Uses established criteria for measuring job performance.
• Establishes measures of performance.
• Links qualitative objectives to quantitative key results.
• Uses existing performance frameworks to define measures of performance.
• Determines the operational standards needed for performance of the job.

• Makes sure commitments are understood and met.
• Is consistent in clearly communicating job requirements.
• Ensures employees understand their performance expectations.
• Clearly articulates the performance requirements for the position.
• Conveys expectations for meeting performance metrics.
• Ensures the employee understands the key tasks, goals and KPIs required for the position.
• Communicates the roles and responsibilities to the employee.
• Ensures Job Descriptions are up to date and accurate.
• Informs the employee of the required sales/production targets.
• Makes sure employees understand what is expected of them.
• Communicates OKRs to employees regularly during monthly meetings.

• Assigns responsibility for meeting specific objectives.
• Ensures employees are accountable for meeting OKRs.
• Holds the team accountable for meeting objectives.
• Assigns tasks and responsibilities and holds employees accountable for actions.
• Stresses the importance of meeting production quotas.
• Holds the team leader accountable for the team meeting key performance responsibilities.
• Holds employees accountable for meeting performance expectations.

• Assesses employee performance against defined standards.
• Reviews job performance shortly after completion of tasks.
• Reviews monthly or weekly reports of quantitative metrics (sales/production) to measure performance level.
• Measures performance using standard production quotas.
• Measures job performance of subordinates against defined goals and objectives.
• Records production quotas on a daily basis.
• Uses pre-established key benchmarks to measure performance.

• Routinely holds audits of performance on a weekly or monthly basis.
• Continuously measures performance and provides feedback to employees regularly.
• Monitors progress to ensure performance goals are being met.
• Uses weekly staff meetings to assess performance of key responsibilities.
• Establishes indicators to measure levels of performance.
• Establishes measures of performance.
• Monitors performance on a regular basis.

• Informs team members how their performance compares to stated goals.
• Effectively uses the current performance review process.
• Regularly conducts performance reviews of all employees.
• Conducts objectives and key results (OKR) assessments on a quarterly basis.
• Uses the established performance review forms to maintain consistency in reviews.
• Performs thorough and timely employee performance reviews.
• Performs thorough and timely employee performance appraisals.

• Provides employees with training as needed to increase their performance.
• Ensures employees are trained in areas where performance may be lacking.
• Participates in training as needed to improve job performance.
• Encourages employees to take additional training in areas where they had low performance scores.
• Requires employees to participate in additional job training as part of a remediation program.
• Trains and develops employees to realize their maximum potential.
• Provides support and resources employees need to do their best to accomplish goals.

• Assigns additional responsibilities to facilitate internal employee promotions.
• Awards new assignments to those who are most capable.
• Increases responsibilities for high performing individuals.
• Provides additional responsibilities for employees that exceed performance standards.
• Rewards exceptional individuals with additional responsibilities.
• Gives additional responsibilities to individuals who exceed standards.

• Uses timely and appropriate corrective/disciplinary actions.
• Addresses performance issues as soon as possible.
• Presents performance feedback in a clear and concise manner to address performance issues.
• Places employees on probation if they fail to meet minimum performance standards.
• Is consistent in disciplinary/corrective actions.
• Addresses poor performance sooner rather than later.
• Is consistent in corrective actions.

• Implements remediation plans with follow up after 3 months.
• Identifies specific actions to be addressed through the remediation plan.
• Initiates probationary actions for employees with sub-par performance.
• Implements remediation plans that include specific performance goals in areas most in need of improvement.
• Implements remediation plans as needed.
• Initiates a performance improvement plan for underperforming subordinates.

• Acknowledges employee contributions that support the bottom line.
• Recognizes and values good performance.
• Ensures team members receive rewards for positive performance accomplishments.
• Acknowledges employee contributions that support the bottom line.
• Recognizes team members when they contribute significantly to the team.
• Recommends employees for distinguished service awards if warranted.
• Rewards employees for exceeding goals.

• Rewards individuals who show imagination in developing creative solutions to problems.
• Ensures team members receive rewards for positive performance accomplishments.
• Recognizes employees with a long and distinguished career of service.
• Recognizes people who provide outstanding leadership in planning, organizing.
• Rewards employees for exceeding goals.
• Recognizes employees who have courage in persevering against great odds and difficulties.

• Is proactive in administering the rewards program.
• Ensures the eligibility of the proposed award recipient.
• Administers the performance rewards program in a fair and equitable manner.