Intervention Approach

Performance Consultants often use a "intervention" approach. This is a problem-oriented approach.

1. Identify measurable goals
   At this point, you may want to involve employees to pick measures and set targets (let them measure themselves).
2. Determine performance necessary for goals
3. Identify barriers
   • recruitment and selection
   • compensation and rewards
   • feedback and communication
   • knowledge and skill training
   • evaluation and measurement
   • work design and tools
4. Measurement design
   • cascade of numbers (monitor the drivers)
   • how it's made
   • financial and non-financial measures used
5. Intervention (barrier-removal)
6. Evaluation

Job Design

Performance management can also be done through job design.

1. Is there a strategic plan for performance measurement?
2. Do the employees understand the expected duties? Are they defined?
3. Do the employee need training?
   • Refresher or Continuing Educational Units (CEUs)?
   • Is there growth potential for employees?
4. Define the key job duties, then set performance standards.
5. Is performance tied to compensation?
6. Are salary increases or bonuses always tied to responsibilities or goals?
7. How is the performance Appraisal System tied to key job duties?
   • Do employees have goals in key areas?
   • Are employee performance summaries quarterly?
   • Is there a yearly performance appraisal summary?
   • Is advancement discussed?
   • Are working conditions discussed?
   • Is there a balance between praise and criticism?
   • Do the employees understand the pay and benefit system?
8. Mission Statement: Does it exist? Is it well known?
9. Does the job description define duties?
10. Are there group meeting for discussing and reaching goals?

This free download page is from the Instructional Design page of Gustafson's Training and Development web site. (C) 1999 W. N. Gustafson. Permission is granted to print or save for personal purposes.