Performance Expectations

This guide is offered to provide clear expectations of what sorts of actions can result in a need for additional training or education, individual coaching, or if deemed nessecary, corrective action. Understanding Task Priority Everyone is expected to respect the task priority as defined in our work scheduling.Priority Tasks are the items that absolutely must be done, no matter what, come hell or high water. These items are routinely scheduled with work times. For priority items, "I didn't have time" is not considered an acceptable explanation for not performing the work, because these are the specific core responsibilities of your role. No items are considered more important, regardless of assignments or new instruction. If workload has increased to the point that it is difficult to complete all tasks, then this is the item requiring focus, and all other workload assignments should be discussed. Secondary Tasks are the items that need to be done, but are more flexible. These items are reserved to be done ONLY after priority items have been completed. If we are unable to perform these tasks 2 weeks in a row, then inform Tina so we can determine if this items is nessecary enough to prioritize or seek additional resources for.Tiertiary Assignments are the nice to do if we have time. These are items that you can work on only after all Priority and Secondary tasks are completed for the day. This will usually include personal projects. Understanding Task Reporting All tasks are to be documented as you go by using our Time Tracker. This time tracker is not a punchcard system, it's used to measure productivity and efficacy. If all time scheduled is accounted for, then work will be considered performed, regardless of result. Time missing in excess of 15 minutes will be considered unworked, unless an explanation can be provided. A deliverable or other proof of work, such as a task form entry, will be considered acceptable confirmation of work done.Time missing in excess of 15 minutes without explanation and without a deliverable or other proof will be considered unworked time and timesheets may be corrected on a case-by-case basis. Understanding Completion Criteria Every task should have a measurable, quantifiable completion metric, such as number of items done, or time spent. Completion criteria may be adjusted based on performance averages across all team members. Team members will be assumed to understand task completion if they do not ask additional questions at the time of assignment. All are encouraged to request clarification if a task assignment's completion criteria feel unclear. Replacement Cost Mistake Limitations Team Members will be allowed flexibility for mistakes as part of their learning, but recurring mistakes are expected to reduce and generally eliminate over time.Mistake Limits are as follows: Week 1 performing a new task: Mistakes will be considered part of the learning process and addressed as such. All mistakes will be addressed as they are discovered. If the cumulative cost of a mistake is over $40 (i.e. replacement costs, etc), this employee will be informed of the mistake, the limitation and how to avoid it going forward, but not repremanded. Week 2 performing the same task: Mistakes will be considered mostly ironed out at this stage. All mistakes will be addressed as they are discovered. If the cumulative cost of mistakes total for the week is over $40 (i.e. replacement costs, etc), this employee will be informed of the mistake, reminded of the the limitation and how to avoid it going forward, but not repremanded. They will also be informed that the next occurance of this will be written up. Week 3 and beyond performing the same task: Employee should be aware of the expectations of accuracy for this task by week 3. All mistakes will be addressed as they are discovered. If the cumulative cost of mistakes total for the week is over $40 (i.e. replacement costs, etc), this employee will be written up. If this employee is written up for this mistake three times in 90 days (not including their first two weeks doing the task), their employment will be terminated. Failure to Perform as Instructed As long as this priority structure is respected AND all work time is accounted for in the productivity tracker, then all work will be considered performed to the best of your ability.The lowest performer each month must still pass certain criteria. If they do not, then they will be considered not meeting expectations, and will be provided coaching, which will include a review of workload to assess if expectations have been assigned properly.If assignments are deemed to have been reasonable, the employee is not meeting the criteria to be considered meeting expectations, then they will have until the following month to improve their performance. A four week coaching will be provided to assist the employee with improving.If, after the four weeks, the employee has not shown measurable improvement in their performance, then employement will be terminated due to not meeting expecations.

Performance Expectations

Please login to access Team Resources

You're not logged in!

Leave a comment