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? Saving Changes...
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
George, yes, I would like to see the pdf you have. Thank you. Saving Changes...
Typically employees are covered under the umbrella of the performance evaluation system that is in place at the organization. After that, what I have found helpful is to get individual comments, from the lead on the project or tech lead (whichever is appropriate) that can be used to incorporate into their mid-year or year end review. So I may have someone write a few paragraphs on the performance of person X on project Y and I'll insert that text into their review with the context of and John Smith had this to say about Sally's performance on Project Y "Sally did a great job on..." Saving Changes...
John TiesoAuthor, Lecturer in Business Management| The Catholic University of America, Busch School of Business & EconomicsArlington, Va, United States
I used a relatively simple process to evaluate team members. Once a team member is assigned, and tasks are allotted to individual and small groups, objectives and metrics are defined for those tasks. if you do the task allocation, and the metrics correctly, you will clearly see if team members have met their goals and objectives, and produced a workable solution or outcome. This does not have to be a complex task. Saving Changes...
Thank you Naomi. This looks good from a development standpoint. How would you use this for a year end review? Or would you?
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. Saving Changes...
George KisakaCo-founder & CEO| hlola.ioNairobi, Kenya, Kenya
Apr 11, 2017 5:20 AM
Replying to 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
Can we send attachments here? Saving Changes...
Andres JimenezPMO Manager| Multicomputos SRLSanto Domingo, Distrito Nacional, Dominican Republic
Apr 11, 2017 5:20 AM
Replying to 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
Hello George/Mary, could you share that PDF template please?
