To All HR Practitioners:
I need your insights regarding performance standards. I want to know the nature of these standards in relation to the Job description (JD). What are these standards all about? Can these standards be found in the JD? Or is the JD a set of performance standards that employees should observe?
I hope to know your reply soon.

From Philippines


Initially, what dawned on me is to email you privately and tell you to just call me (0632-776-8537/ 0916-7627218) because you're also based in Metro Manila. But, maybe this post will be of help to many others.

Performanace Standards (PS), Performance Factors (PF), or Performance Indicatoors (PI) are terminologies normally associated with a Performance Management System (PMS). A simple Performance Appraisal (PA) system also uses this term. In my company, PMS and PA are distinct because we view the former as a complete system that includes the latter as one of its stages.

PS/ PF/ PI are metrics (with specific/ quantifiable outputs and timeframe) set up for a particular incumbent of a job in an organization.

Job Description (JD) refers to the content, context, and requirements of a job that comes out of the Job Evaluation Program stage called Job Analysis. It is definitely more than what many would consider as a summary of activities/ responsibilties that a particular job incumbent who is given a particular job title is tasked to do by a particular company at a given time.

With this distinction, it is possible that the PS/PF/PI of a job incumbent can come from the JD. As a matter of fact, and in many cases, this should be the standard norm, i.e. that you give someone work activities based on his JD/ Job responsiiblities.

But all of us know that this does not always happen in real work settings worldwide. We know that Telephone Operators are sometimes (or simulatenously) tasked to do a Receptionist job. Secretaries are normally tasked to do a Waitress/ Waiter Job. As a matter of fact, many of us do miscellaneous or odd jobs many times from time to time. We call these the "others", and normally inserted in the last statement of a JD summary to make sure that the employee will not complain when told to perform other things ouside his/ her main job responsbilities.

Given the reality, the PS/ PA/ PI can also come from non-JD activities, esp when the temporary other activities given a job incumbent last for a long time, esp in organizations where higher management is fond of using task forces or special committees. In the government sector, this can happen to people on "secondment" to projects or other agencies.

When you use a PMS like ours, your PS/PF/PI would include any major work activity that you will regularly perform within the performance period even if this is not within your JD. The PS/PF/PI will be a product of a stage we call Performance Planning. This is our way of making sure that the employee will be measured on the actual works that he is mandated to do, and not from the JDs or other factors that he may not have been able to do for that period because of temporary assignments.

If your company needs help in the set up of a good PMS, please let me know.

Best wishes.

Ed Llarena, Jr.

Managing Partner

Emilla Consulting

From Philippines, Parañaque
Hi! I appreciate the insights you have just shared. It is clear that the so-called performance metrics should not be confused with JD, which mainly specifies work contents, performance requirement, and job specification.
Now, I am trying to figure out whether PS, PF, and PI are one and the same metrics in performance management.
Thank you so much.

From Philippines

PS/ PF/ PI can be used to denote the same meaning relative to a PMS, just as the way I tried to understand your use of the term when you compared it to JDs.

However, strictly speaking, a Performance Standard (PS) can mean more than the PF or PI because PS can be used to refer to the "acceptable overall average performance rating" in a given Rating Scale that an employee gets in a particular performance period as stated by company policy.

A clear example is a policy for regularization that says: " A probationary employee will only be given regular status when he/ she gets an Above Average (AA) rating in the PMS after five (5) months of probationary employment". Here, the AA is the Performance Standard set as minimum to qualify for a regular status. It is different from the individual work activities and outputs (PF/PI) that the particular job may have spelled out for the incumbent to perform during Performance Planning.

Moreover, it is different from the from the PF/ PI because it is clear that the individual PF/ PI rating must be computed and matched to the Rating Scale to determine whether the employee was able to get the minimum standard (AA) set by the company.

In our PMS, we also teach raters how to assign weights per PF/ PI, compute for the weighted average of each job being reviewed and evaluated, and match them with the rating scale.

Hope this settles your additional concern.

Best wishes.

Ed Llarena, Jr.

Managing Partner

Emilla Consulting

From Philippines, Parañaque
This is vijay working as HR ITRecriuter with 3months of experience,
i have one doubt Can you please tell me what is meant by " Performance Metrics", and also let me know wheather working as an It Recruiter will gain me any experience. Please do reply

From India, Madras
Hi This is vijay working as an IT Recruiter Chennai I have an doubt that working as an IT Recruiter will gain experience can know more about HR please let me know
From India, Madras

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