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Standards of Performance

Standards of performance are written statements describing how well a job should be performed. Performance standards are reviewed with new employees during the first month on the job. The common understanding regarding standards of performance provides the basis for ongoing feedback, performance coaching and for the performance appraisal process.

Standards define those behaviors and measurable results that constitute the minimum acceptable performance for the job.  You can also describe the behaviors and results that would demonstrate performance that would meet expectations, exceed expectations, or fall below expectations.  Standards should be written in clear language describing the specific behaviors and actions required for work performance to meet or exceed expectations. Describe performance expectations in terms of:

·        timeliness - deadlines, dates

·        cost - budget constraints, limits

·        quality - objective measures

·        quantity - how many, how much

·        customer satisfaction - customer ratings, complaints

·        other relevant observable measures  

Writing Standards of Performance

Some organizations have not had training in writing performance standards.  Performance standards should be related to the employee's assigned work and job requirements. Your reporting systems should be adequate to measure and report any quantitative data you list. Quantifiable measures may not apply to all functions. Describe in clear and specific terms the characteristics of performance quality that are verifiable and that would meet or exceed expectations. Accomplishment of organizational objectives should be included where appropriate, such as cost-control, improved efficiency, productivity, project completion, process redesign or public service. After you have written your performance standards, check to see if they are SMART:  

• Specific - Standards need to tell an employee exactly which specific actions and results he or she is expected to accomplish.
• Measurable - Standards need to be measurable with data, observations or verifiable information. 
• Attainable -  Standards need to be humanly possible to attain. 
• Realistic - Standards need to be realistic within the organization’s current resources, time and budget constraints.
• Timely - Standards link individual (and team) performance to organizational goals with specific time targets.