Alan,
Hi!
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