The document outlines how to create an effective K-POC (Key Performance Objective Cycle) by setting SMART (Specific, Measurable, Achievable, Realistic, Time-Bound) objectives that facilitate personal and professional growth. It emphasizes the importance of structured feedback through probation and level reviews while providing examples and methods to make objectives personalized and actionable. Additionally, it highlights the necessity of maintaining clear deadlines and performance metrics to ensure ongoing development and performance evaluation.

1. How to create an effective
K-POC

2. Your Growth
Putting your career in your hands
END OF CONTRACT
Didn't meet
expectations
START DATE PROBATION
REVIEW
Exceeded
expectations
Met
expectations SAME LEVEL
& STEP
NEW LEVEL
& STEP
K-POC LEVEL & STEP
REVIEW
MID PROBATION
REVIEW

3. K-POC
WHAT
Knowledge and Personal Objective Cycle
WHEN
Whenever you receive an structured feedback:
1- Probation Review
2- Level & Step Review
WHERE
Small Improvements
WHY
It’s part of the LUNR’s Management Model – help us to visualize, prioritize and follow up performance
development
HOW
Learn here

4. Setting it up in Small Improvements

5. Setting it up in Small Improvements

6. Setting it up in Small Improvements

7. But what is a good objective?
S specific
Be specific! There’s no use in setting a generic goal because it won’t suit you
personally, however if you adapt the goal to apply to what you need, then it
will be much more valuable to you. Of course you want to prosper in your field
of work, but isn’t everyone in the office thinking the same?
M measureable
Is it quantifiable? Being a measurable goal allows you to identify when exactly
it has been reached, i.e. what you desire as the end result.
A achievable
The point of a target is to challenge and motivate yourself to complete a piece
of work, if you was to set your target too high it can cause stress and so
decreasing the chance of your target actually being within reach. Likewise if a
target was too easy will inhibit you from pushing yourself and doing more.
Setting yourself a reasonable target is crucial!
R realistic
‘I’m going to own a multimillion pound enterprise by the end of the month’
Might be a tad too ambitious, don’t get me wrong ambition is a leading trait,
but maybe start off with something more realistic, remember all successful
business people don’t just become successful overnight.
T time bound
Deadlines. Not something we like, but something
most of us need. For example, if you’re sat at your
desk knowing you have work to do, it’s easy to get
lost in the world of the internet looking at cute
animal photos or funny videos, but what if you were
to say ‘Right, by 2 o’clock I want to have
completed…’ then you’ve just motivated yourself to
complete a job by an allotted time. Besides, it
prevents stagnation.

8. The title is the goal of your objective, meaning, how will you
divide your K-POC in order to follow up and accomplish your
objectives.
Here are some suggestions:
1- What do I need to improve regarding the Levels of my
framework?
Reach Level 3
2- What do I need to improve regarding product
knowledge?
LUNR Knowledge
Products Knowledge
LUNR OS Sales Documentation
3- What do I need to improve regarding the KAI of my
position?
KAI General Knowledge proficiency
KAI Specific Knowledge proficiency
S: Specific Title

9. The description of the objective it’s the
explanation on WHAT you will focus and
HOW you plan to achieve your
improvements.
It should be completed related to the
feedback you’re received in your review
and to your framework and level.
Attainable&Relevant: Description

10. The Key Results are specific measures/milestones used to track the achievement of the objective.
Please note: A word of caution
For our company, the practice of goal setting is an integral part of strategic management. It is important to
remember that Small Improvements is the Performance Feedback system, so while an employee's
growth often must rely on the ability to set and achieve goals (represented in the Balanced Scorecard),
the K-POC focus on the facilitation of feedback around the goals. Less on the tactical execution of team
projects.
Measurable&TIme-based: Key
results&Due Date

12. LUNR
Level & Step Chart
KAI
LUNR

13. People can find writing goals to improve a competency or behavior (the how) more difficult than writing goals
to improve performance objectives (the what). It can sometimes seem harder to make them really specific or
measurable.
However, it is possible. Below is a worked example of a competency or behavioral goal, showing how you can
make it SMART. Please note: the tactics should be in Jira.
Broad area of focus:
Confidence in meetings.
Being more specific – a SMART goal: What specifically do I want to achieve?
When speaking in meetings where the majority of people are more senior to me I want to be able to put my
point of view across clearly and confidently. I want to go from a 7-9 by the end of XXX.
Making Personal Goals SMART

14. Self-measurement:
I will review how I think I have performed after each meeting – how many times, and how well did I do the
things I said I was going to do?
Measurement by others:
Feedback on the extent to which I demonstrate the behaviours I’ve identified, and how confident (on a scale of
1-10?) I appear. I could ask people before each meeting to observe me and give me feedback afterwards.
Making it Achievable, yet challenging
Am I, and anyone else involved, truly agreed and committed to this? How strong is my reason for wanting to
achieve this? To what extent will this help me develop myself and improve my performance? Dream big and
reach for the stars but keep one foot on the ground. It is important for my future career that people know who I
am and what I stand for and also so that people engage with the project I am currently working on. It will
challenge me as I get very nervous and can feel intimidated in those meetings.
Making it Measurable - How will I measure it?

15. Making it Realistic
Do I believe there is at least an 80% probability of me succeeding?
Yes I believe I will achieve this and the timing is right as I need to get some decisions about the key
elements of the project soon.
Making it Timed
What do I want to achieve by when?
By xxx (short-term) I will have taken the necessary steps, as outlined above, to improve my confidence.
Making it Realistic and Timed

17. Partner Success
Product Development
Marketing
Understand better how encryption works in order to troubleshoot the
bugs correctly through the course “Encryption 101”
Deadline: May 2020
Measurement: Score at least 95% in the course.
Get acquainted with our customers so I can provide better features to
our products that are interesting to them. My proposal is to have
structured Marketing Tech Challenges and understand the 4P’s of our
Company.
Deadline: June 2020
Measurement: Tech Challenges Result
Improve my communications skills and provide effective Business
Ideas Pitch.
Deadline: August 2020
Measurement: Participate in at least 6 Pitch Sessions from
“Enterpreuners of Bulgaria” and present it to my manager
Examples

18. Follow Up

19. Congratulations!
You get a meeting ;)
For Managers

20. Share your objectives to inspire others, and check out
other people's objectives to learn from them! By the time
the next Review around - You, your colleagues, and your
manager will have even more actionable feedback to
give and receive.

21. Title for organization
Description for specification
Due date for following up
Categories for alignment
Key results for measurable deliverables
Statuses or completions percentages to track progress
Ratings for results evaluation

22. Thank You.