Writing Performance Objectives For Job Components: A Brief Tutorial Page 6
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6Writing
Performance Objectives
FORMULA
f
or Writing Performance Objectives:
Step
Step…
by
Action Verb
Object
“[Do] [what] [to what standard]
1. Spend some time initially thinking about the
Optional
[under what conditions]”
organization, your team’s mission and employees.
What processes need improvement?
Example:
What are the developmental needs of the people you
supervise?
“Develop [action verb] performance objectives for
What needs to get done—and who needs to do it?
John and Susan [object] by July 1 [time standard],
which follow the SMART formula [quality standard]
2. Think about the person (and the position) the
and comply with the guidelines for the new
objective/s will apply to.
for
PER
M system of employee performance
What additional information do you need (i.e.,
appraisals [conditions].
position description, previous appraisals, notes
from discussions with the employee, etc.)?
Examples of Performance Objectives for
3. Think about the first component (Knowledge of Work)
Office Support Positions
and draft the first objective.
What does the objective address (a routine job function,
Transcribe monthly invoices into database with 100%
special project, development goal, other)?
accuracy within three days of receipt.
How does the objective apply to the job component?
Invoice applicable agencies for specific services,
check invoice for accuracy, mail invoice to
4. Now that you have something down on paper, think
department for payment within three days after
about why the objective is needed.
product delivery.
What results does it produce?
Print and send records/invoices within two working
What outcomes will it have?
days upon request from the agency and/or employee.
What effects will be created?
Proofread documents received from your supervisor
or unit staff within two days of receipt and produce
final document with no errors.
5. Why are those important? If necessary, modify the
Make travel arrangements within 24 hours of
outcome to emphasize results instead of activity.
receiving lodging/car request from your supervisor or
staff member.
6. Next, think about ways of measuring the work you
Create Monthly Performance Measures, Goals &
have begun to specify in the objective.
Outcome Report without error following unit
th
How can you tell whether or not the work or results
guidelines by the 10
of each month.
occurred?
Respond to employee inquiries, complaints and
What is the measure of those results – Quality?
concerns immediately; notify supervisor by the end of
Quantity? Speed? Accuracy? Frequency? etc.
workday or sooner when issues cannot be resolved.
Prioritize work assignments each day to ensure all
7. Go back to your objective – does it include a
deadlines are met in a timely manner.
measure?
Conduct weekly checks of office supplies, and
request purchase of items as needed.
8. Think about the timeframe in which the objective
Assemble meetings rooms as directed before and
(work) is to be accomplished and specify deadlines,
after each meeting, according to guidelines.
timeframes, due dates, etc. as needed.
Prepare notice of agreement following established
procedures for all contracted and agency specific
9. If you think it will help, ask your supervisor what he or
deliverables within two days after verbal agreement.
she thinks the objective means and/or ask the
Distribute incoming mail by 2 pm and take outgoing
employee who is to be accountable for meeting the
mail to mailroom by 4 pm each day
objective what he or she thinks it means.
Notify your supervisor three days in advance of all
anticipated absences not related to health
10. If you believe there is any room for misinterpretation,
emergencies.
rewrite the objective again.
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