Staff participate in planning and monitoring their own work
Performance Management Process Develop/Review overall organizational annual objectives Develop/Review overall departmental annual objectives Develop individual performance objectives Implementation and regular supervision/ monitoring Annual performance appraisal Follow through
Performance Management Cycle An organization can only reach its maximum potential if each employee develops and achieves goals that support personal and organizational success. Year end appraisal Set individual performance objectives at the beginning of the year Ongoing coaching and feedback throughout the year, including interim reviews 1 2 3
Ensure new staff receive training on the performance management process
Monitor the use of the process
Review completed year-end performance appraisals
Monitor and adapt PMP as required
MI-BOSPO: Continuous Improvement MI-BOSPO in Bosnia implemented a Performance Management Process that included quarterly work plans for teams and each team member. However quarterly work plans seemed like extra work rather than good planning. After one year we decided to adjust the process to require a six-month work plan (instead of quarterly) along with ongoing monitoring and annual performance appraisals. This adjustment was responsive to staff feedback and the process is now widely accepted within the institution. - Alma Bijedic, Human Resource Manager
Describe what the employee will be accountable for
Define important outcomes
Derived from job descriptions and annual goals
5-8 objectives are sufficient
Linking Performance Objectives to MFI Goals Overall Organizational Objectives Regional and/or Divisional Objectives Branch, Departmental or Team Objectives Individual Objectives
Revenue Target Within a MFI Overall Annual Institutional Objective: Disburse $3 million in loans. Regional Annual Objective: Disburse $1,750,000 in loans . Branch Annual Objective: Disburse $750,000 in loans. Individual/Credit Officer Annual Objective: Disburse $150,000 in loans.
Customer Service Target Within a MFI Overall Annual Institutional Objective: Excellent client service as defined by 95% rate of retention for clients. Branch Annual Objective: Excellent client service as defined by 95% retention rate of clients. Individual/Credit Officer Annual Objective: Excellent client service as defined by processing of application forms within 2 days and 95% retention rate of clients. Receptionist Annual Objective: Clients are treated professionally as defined by answering the telephone in a prescribed manner within 3 rings.