From: "Mahar, Brian BA" <Brian.A.Mahar@...>

Dean (i'm an occasional lurker)

We have found that the best way to avoid "opinion" when evaluating
performance is to set goals in the initial review. These should be
realistic, challenging, beneficial to the business & most importantly
measurable. This way, value to the organisation is measured, not the
standard of their golf game.

Trying to deal with poor performance at a annual or bi-annual review doesn't
work, poor performance should be dealt with at the time & noted, this
information can then be used at the performance review.

If you want more info on this you can contact me outside the group

Regards
Brian

-----Original Message-----
From: Dean Wetter [mailto:yavo99@...]
Sent: Thursday, 19 July 2001 11:25 AM
To: plantmaint@...
Subject: [plantmaint] Maintenance Performance Reviews


Good day all and fellow lurkers!

I am interested in adopting a "scorecard" approach to
performance evaluations within a maintenance
organization. The intent is to provided more detail
about goals and expectations while removing some
subjectivity from the performance evaluation process.

Does anyone have any ideas that could help me? I have
a vision of where this needs to go; however, I wanted
to pool the professionals out there to avoid
re-creating the wheel everyone is talking about!

Thank you in advance for any help/ideas you can
provide.

s/Dean Wetter

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