Measuring Behaviors

The overall average of the performance behaviors will comprise the other 50% of your total performance assessment. Each should be evaluated independently based on the 5 point scale provided and the definitions of each behavior.

Before beginning the performance management process, the supervisor and employee should review the guidelines for evaluating performance behaviors:

• Define which behaviors will be measured on an ongoing basis. For all employee groups we need to decide which behaviors they will be measured against so they are aware of what expectations are.
• Some measures may be specific to supervisors/managers only. One behavior specifically that will be measured on is their managerial responsibility; other professional employees will not have to be measured on this behavior.
• We have developed definitions of each level of each behavior to ensure objectivity and consistency. Refer to these levels during the appraisal to help in the process and avoid confusion.
• Specify the means of achievement.
• Define the "how" and "why", not the "what" and "when". The what and when have been defined in the objectives. The employees need to know how they can improve their performance as well as why this improvement is important.
• Behaviors should also fulfill customers' needs and expectations. How we define and measure behaviors should relate back to the customer needs and expectations.
• Behaviors will typically overlap objectives.
• Behaviors encompass the overall organizational strategy.