JOBProfiles: Performance Standards

JOBProfiles are:

  • Based on the position, not the individual
  • Observable, specific indicators of success
  • Meaningful, reasonable and attainable
  • Descriptions of performance at multiple levels—"development needed", "fully satisfactory", and "exceptional"
  • Designed to make performance evaluation easy and accurate by minimizing errors in judgment
  • Expressed in terms of Quantity, Quality, Timeliness, Cost, Safety and Outcomes.

While a list of major job duties and/or tasks tells the employee what is to be done, AIMM's performance standards or JOBProfiles provide the employee with specific performance expectations for each major duty, competency, knowledge and organization value. They are the observable behaviors, knowledge and actions which explain how the job is to be done, plus the outcomes that are expected for satisfactory and exceptional job performance.

Profiles or standards tell the employee what an "exceptional" job looks like and how the employee can best represent the organization's values and vision on a daily, weekly, monthly or quarterly basis. They also help to communicate expectations—creating a "shared language" for employees and supervisors to talk about and evaluate performance. For this reason, AIMM recommends that performance standards are as specific as possible. Keep in mind that good performance typically involves technical knowledge and interpersonal expertise. Skills and behaviors such as Respecting Team Members, Influencing for Commitment, Being Courteous, and Collaborating for Team Success combine with technical "know-how" to determine whether performance is marginal, acceptable, or exceptional.

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