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Topics: Leadership, PMO, Talent Management
How do you evaluate individual performance on a project?
Network:322



I'm looking for a way to measure the performance of individuals who regularly work on projects. In the past, my company has sent out customer satisfaction surveys or counted tickets entered for everyone. While this may be the best way to evaluate the performance of help desk type tasks it doesn't seem to work well for those working on projects. Does anyone have any templates or guidelines they use?
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Network:64554



While I do not have a template but in my company, we review the individuals performance one by one in person. We have our own templete which we use for our company and I know many others who have their own templates tailored to serve their needs.

Here you can find some templates like this one: https://www.projectmanagement.com/templates/download.cfm?ID=402

Hope this helps.
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By regularly I believe you mean they are not full time project staff. We use a variant of the Balanced Scorecard by Palladium to determine project initiatives then all staff develop their personal scorecards (PSC). The PSC is very specific to an individual, ensures alignment to project goals and is agreed beforehand hence it's very objective.
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1 reply by Mary Bolton
Apr 03, 2017 10:22 AM
Mary Bolton
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Thank you, George. Would you happen to have a template or example form?
Network:322



Apr 03, 2017 10:15 AM
Replying to George Kisaka
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By regularly I believe you mean they are not full time project staff. We use a variant of the Balanced Scorecard by Palladium to determine project initiatives then all staff develop their personal scorecards (PSC). The PSC is very specific to an individual, ensures alignment to project goals and is agreed beforehand hence it's very objective.
Thank you, George. Would you happen to have a template or example form?
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1 reply by George Kisaka
Apr 11, 2017 5:20 AM
George Kisaka
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Mary, I have seen the template by Naomi and agree with her comments. If however you would still want to have a look at the one I mentioned, let me know how I can share it with you online. I have it on PDF
Network:1286



There is also this form - which would be modified into a spreadsheet and tracked and maintained across multiple projects.

https://www.projectmanagement.com/templates/download.cfm?ID=6375
Network:219



Most companies set personal goals for employees covering business goals, personal development goals. These are reviewed quarterly or regular intervals based on this appraisals and promotions are done.
Network:82



In my opinion as a general rule employee's performance appraisals should be performed by people who are from the same line of work as those that are being evaluated. PMs, unless they come from the same line of work as the team members, should not perform full individual performance evaluations.

Depending on the line of work of the team members, PMs may evaluate only the soft skills of the team members and as such their evaluation would be incorrect and useless if it doesn't capture the technical skills and the professional abilities of the people who are working on the project.

Performance appraisal is a very delicate subject, and it is hard to produce correct and useful evaluations. If you are not sure you can correctly evaluate individuals working either on projects or in other activities better don't do evaluations at all. You are risking loosing high performance employees if you evaluate them wrongly.

For the above reasons many companies don't allow PMs to evaluate the project team members at all this responsibility belonging entirely to the functional managers. PMs can and should escalate issue regarding team members performance but these issues should be resolved by the functional managers.
Network:1687



As mentioned above the Balanced Scorecard although is a good book for organizational performance; it's good to get down to detail that pertains to practice of PM:

Here is a very nice scorecard that will give you a good start:

http://www.pmsolutions.com/audio/Project_M...s_Scorecard.pdf
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1 reply by Mary Bolton
Apr 11, 2017 7:53 AM
Mary Bolton
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Thank you Naomi. This looks good from a development standpoint. How would you use this for a year end review? Or would you?
Network:71021



The is the concept of the 360 evaluation, where you are evaluated by your peer, your superior and your team members.
Using this approach you get more complete evalation
Network:94



Apr 03, 2017 10:22 AM
Replying to Mary Bolton
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Thank you, George. Would you happen to have a template or example form?
Mary, I have seen the template by Naomi and agree with her comments. If however you would still want to have a look at the one I mentioned, let me know how I can share it with you online. I have it on PDF
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2 replies by George Kisaka and Mary Bolton
Apr 11, 2017 7:55 AM
Mary Bolton
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George, yes, I would like to see the pdf you have. Thank you.
Apr 11, 2017 6:33 PM
George Kisaka
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Can we send attachments here?
Network:322



Apr 03, 2017 5:45 PM
Replying to Naomi Caietti
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As mentioned above the Balanced Scorecard although is a good book for organizational performance; it's good to get down to detail that pertains to practice of PM:

Here is a very nice scorecard that will give you a good start:

http://www.pmsolutions.com/audio/Project_M...s_Scorecard.pdf
Thank you Naomi. This looks good from a development standpoint. How would you use this for a year end review? Or would you?
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1 reply by Naomi Caietti
Apr 11, 2017 6:22 PM
Naomi Caietti
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Mary:
You could have many ways to measure a PMs performance:
Individually - Annually tied to probation,performance and promotion/salary
PMO - quarterly or annually tied to a PMO scorecard for maturity, strategic & org alignment
PMO - quarterly or annually tied to PM scorecard for maturity and strategic PMO initiatives
Portfolio - quarterly or annually tied to portfolio scorecard for ROI, strategy and projects

It takes time to gather and measure data and you may have to adjust if your stakeholders want to see other measures or if you're measuring the wrong things. Also, this can either motivate or demotivate your PMs if they do or don't buy in to the program. Your measurements may be off due to lack of buy in so consider what data you capture and how you roll it out.
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