Product Operations Program ManagerBarcelona, Cataluña, Spain
Olga,
I'd rather use the term monitoring rather than controlling. This being said, the KPIs will largely depend on the nature of your projects. For SW development projects, the number of functional points per unit of time could be an option. In general, number of deliverables delivered per unit of time is used as a KPI.
It is important to analyze the data, specially if there is something that looks off. Saving Changes...
Thomas WalentaGlobal Project Economy ExpertHackenheim, Germany
No, I don't.
Individual targets and metrics are very different on a team. And I may even miss valuable contributions.
Another aspect is that individual performance is also - sometimes - measured on the employment level.
The team building activities strive to build trust, cohesiveness, mutual support and see the team as a system. Individual performance gaps are to be dealt with by the peers on the team, not by management/leadership.
And performance metrics tend to look at process oriented or outcome oriented achievements. They tend to neglect the upmost important behaviors within the team, the human side. Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Start with what the team member is accountable for, usually found in the job description. From there determine a metric that measures performance related to that accountability. A team member accountable for the project costing (the Cost Estimator) could be measure by the accuracy on various components of the cost estimate as the project evolves, the time it takes to update costs, identify impact on the overall budget, the ability to advise as to cost of change options, and effective communications on cost implications with the team and stakeholders, etc.
The main issue here is that KPIs can only be applied to accountabilities. If accountabilities are not clear than KPIs become meaningless. In addition KPIs need to be based on effectiveness not effort.
Although most management expect KPIs to be quantitative (numeric, 1 to 10 or % [right 50% of the time]) they can also be qualitative (Very Good, Good, Average, Room for Improvement). Quantitative makes them sound more objective but that's not necessarily the case.
I have used a basic spreadsheet format - a column for accountability, a column for measurement method and a column for effectiveness. Saving Changes...
I don't either. In fact I have been graded on various performance metrics throughout my entire career and have never seen any evidence of them useful to manage performance. I have read broad based studies that conclude they don't work. I have read articles advising not to take jobs at companies that use metrics based performance management.
Often, they are used more for risk management than anything else, with the guise of managing performance. Saying that raises and promotions are based on some measurable criteria helps to fend off discrimination lawsuits. They also tend to push everyone towards the middle limiting performance based pay, and help avoid paying high performers salaries that set unrealistic expectations from those with lower performance. Saving Changes...
Yes. The Project Manager must know all aspects of the project, and individual team member performance revision help you to take effective actions to ensure project success. Don't forget to correct a person only in private, and if you need to congratulate someone, do it in public. For individual and global project track, there is a recommendable tool that links Trello with Power BI, and let you see individual and global indicators of the project.
Check it at: https://www.facebook.com/Teleworking-Monitoring-107369664431280/ Contact them at this mail: [email protected] Saving Changes...
Well here you go few of the KPI’s for a team members performance are listed below:
1. Job Knowledge: Demonstrates knowledge and understanding of job-related methods, techniques and policies.
2. Quantity of achieved work: Volume of work based upon job requirements.
3. Quality of achieved work: The accuracy and thorough-ness with which employee meets job requirements.
4. Cost effectiveness: Seeks out and implements cost saving ideas, methods and techniques.
5. Interpersonal skills: Disposition, tact, enthusiasm, cooperative attitude, ability to effectively work with others.
6. Problem solving & decision making: Ability to identify, analyse and solve work problems, handle difficulties, assess and control risks, response to and control of sudden process changes and taking appropriate decisions.
7. Communications: Expresses thoughts clearly, concisely and accurately, orally and in writing.
8. Time Management: Ability of the individual to effectively use available work time.
9. Planning & Controlling: Ability to develop logical course of action and follow through to monitor accomplishments of objectives.
10. Security: Handles confidential information appropriately and exercises care in safeguarding proprietary information.
Normally for each KPI, go with a scale of 1-5 in an ascending order of rating & rank each member to share insights about their performance improvement plans.
#saaa
...
2 replies by Olga Kolpakova and Peter Rapin
Nov 01, 2020 9:13 AM
Peter Rapin
...
Many of the items on your list are an indicator of a persons ability to perform but do not measure actual performance. Exceptions may include: 2. Quantity; 3. Quality; and 8. Time Management. The idea is to be able to set objectives (accountability), measure output and compare. If the objective is to dig 100 feet of secure trench a day and you achieve 80 feet then your KPI would be 80%. Your skill in using the shovel and size of mussel are not KPIs.
Nov 03, 2020 6:19 AM
Olga Kolpakova
...
Like it!
Saving Changes...
Drew CraigSr. Agile & Product Coach| VanguardPhiladelphia, Pa, United States
I have not. I have tended toward team and project level metrics. What type of information were you looking to capture in evaluating the individuals? What is the intent?
That said, I do use role-based maturity models to evaluate an individual's growth within the role. (for example as Scrum Master maturity model) Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Oct 31, 2020 11:57 PM
Replying to Syed Arshad Ali Ahmed
...
Well here you go few of the KPI’s for a team members performance are listed below:
1. Job Knowledge: Demonstrates knowledge and understanding of job-related methods, techniques and policies.
2. Quantity of achieved work: Volume of work based upon job requirements.
3. Quality of achieved work: The accuracy and thorough-ness with which employee meets job requirements.
4. Cost effectiveness: Seeks out and implements cost saving ideas, methods and techniques.
5. Interpersonal skills: Disposition, tact, enthusiasm, cooperative attitude, ability to effectively work with others.
6. Problem solving & decision making: Ability to identify, analyse and solve work problems, handle difficulties, assess and control risks, response to and control of sudden process changes and taking appropriate decisions.
7. Communications: Expresses thoughts clearly, concisely and accurately, orally and in writing.
8. Time Management: Ability of the individual to effectively use available work time.
9. Planning & Controlling: Ability to develop logical course of action and follow through to monitor accomplishments of objectives.
10. Security: Handles confidential information appropriately and exercises care in safeguarding proprietary information.
Normally for each KPI, go with a scale of 1-5 in an ascending order of rating & rank each member to share insights about their performance improvement plans.
#saaa
Many of the items on your list are an indicator of a persons ability to perform but do not measure actual performance. Exceptions may include: 2. Quantity; 3. Quality; and 8. Time Management. The idea is to be able to set objectives (accountability), measure output and compare. If the objective is to dig 100 feet of secure trench a day and you achieve 80 feet then your KPI would be 80%. Your skill in using the shovel and size of mussel are not KPIs.
...
1 reply by Wan-Phek How
Nov 02, 2020 1:41 PM
Wan-Phek How
...
Agreed. Use KPIs to measure the output, not the process.
Saving Changes...
Wan-Phek HowCareer and Project Management Coach| Wan How ConsultingBurnaby, British Columbia, Canada
Nov 01, 2020 9:13 AM
Replying to Peter Rapin
...
Many of the items on your list are an indicator of a persons ability to perform but do not measure actual performance. Exceptions may include: 2. Quantity; 3. Quality; and 8. Time Management. The idea is to be able to set objectives (accountability), measure output and compare. If the objective is to dig 100 feet of secure trench a day and you achieve 80 feet then your KPI would be 80%. Your skill in using the shovel and size of mussel are not KPIs.
Agreed. Use KPIs to measure the output, not the process. Saving Changes...
Community Champion
