The preparation of Employee Key Performance Indicators (KPIs) is a cornerstone of any performance management system. KPIs are designed to align individual employee performance with the strategic objectives of the organization, ensuring every team member contributes to the  overall success. This article outlines the policy, procedure, flowchart, performance appraisal form, and monitoring form related to the preparation of Employee KPIs. Our approach emphasizes the SMART criteria (Specific, Measurable, Achievable, Relevant, and Time-Based) to set effective KPIs collaboratively between employees and their supervisors, with potential input from the HR department.

1. Policy of Preparation of Employee KPI

Objective

The policy aims to provide a structured approach for preparing and monitoring Employee KPIs to enhance individual and organizational performance.

Scope

This policy applies to all employees at Dawgen Global, ensuring consistency and alignment with the company’s strategic goals.

Key Principles
  1. Alignment with Strategic Objectives: KPIs should directly support Dawgen Global’s strategic objectives and departmental goals.
  2. SMART Criteria: KPIs must be Specific, Measurable, Achievable, Relevant, and Time-Based.
  3. Collaborative Development: KPIs should be developed with input from the employee, direct supervisor, and HR department as necessary.
  4. Regular Review and Adjustment: KPIs should be monitored regularly and adjusted as needed to reflect changing priorities or conditions.

2. Procedure of Preparation of Employee KPI

Initial Meeting
  • Timeline: Early December
  • Participants: Employee, Direct Supervisor, HR Representative (if necessary)
  • Purpose: Discuss and draft the initial KPIs for the upcoming year
Drafting KPIs
  • Criteria: Ensure KPIs are SMART
  • Tools: Utilize strategic goals, departmental objectives, and employee job descriptions
  • Documentation: Record KPIs in a preliminary draft document
Review and Feedback
  • Process: Supervisors review the draft KPIs, provide feedback, and suggest adjustments
  • Iteration: The draft may undergo multiple iterations based on feedback
Finalization
  • Deadline: Complete by January 1
  • Approval: Final KPIs are reviewed and approved by the employee, supervisor, and, if necessary, the HR department
Communication
  • Dissemination: Distribute the finalized KPI document to the employee and retain a copy in the HR records
  • Clarification: Ensure the employee fully understands each KPI and the associated expectations
Monitoring and Adjustments
  • Ongoing: Regular check-ins throughout the year to monitor progress and make necessary adjustments
  • Formal Reviews: Mid-year and end-of-year performance appraisals to evaluate KPI achievement

3. Flowchart of SOP Preparation of Employee KPI


4. KPI-Based Performance Appraisal Form (Sample for HR Manager)

Employee Information
  • Name: [HR Manager Name]
  • Department: Human Resources
  • Review Period: [Date Range]
KPI Evaluation
KPI Description Target Value Achieved Value Rating (1-5) Comments
Recruitment Efficiency 90% positions filled within 30 days 85% 4 Slight delay due to market conditions
Employee Turnover Rate < 5% 4.5% 5 Achieved goal
Training Program Completion Rate 95% employees trained 92% 4 Improvement needed in participation
Employee Satisfaction Score ≥ 80% 78% 3 Need to address feedback
Compliance with HR Policies 100% compliance 100% 5 Fully compliant

Overall Performance Rating: [Calculated Average]

Supervisor Comments: [Comments on overall performance, areas of excellence, and areas needing improvement.]

Employee Comments: [Employee’s feedback on the appraisal.]

Signatures:

  • Employee: ____________________
  • Supervisor: ___________________
  • Date: ________________________

5. Monitoring Form for KPI Achievement

Employee KPI Monitoring Form
KPI Description Target Value Achieved Value Monitoring Date Comments
Recruitment Efficiency 90% positions filled within 30 days 85% [Monthly/Quarterly] Adjust strategies for faster recruitment
Employee Turnover Rate < 5% 4.5% [Monthly/Quarterly] On track
Training Program Completion Rate 95% employees trained 92% [Monthly/Quarterly] Increase engagement efforts
Employee Satisfaction Score ≥ 80% 78% [Monthly/Quarterly] Plan for addressing concerns
Compliance with HR Policies 100% compliance 100% [Monthly/Quarterly] Maintain compliance

Monitoring Summary

  • Date: [Current Date]
  • Overall Progress: [Summary of progress towards KPI achievement]
  • Action Items: [List of actions to address areas not meeting targets]
  • Responsible Person: [Name of person responsible for action items]
  • Next Review Date: [Next scheduled review date]

Conclusion

By adhering to this structured approach, Organizations ensures that employee KPIs are prepared effectively, aligned with organizational goals, and monitored for continuous improvement. This process not only drives individual performance but also contributes significantly to the overall success and strategic growth of the organization.

Next Step!

“Embrace BIG FIRM capabilities without the big firm price at Dawgen Global, your committed partner in carving a pathway to continual progress in the vibrant Caribbean region. Our integrated, multidisciplinary approach is finely tuned to address the unique intricacies and lucrative prospects that the region has to offer. Offering a rich array of services, including audit, accounting, tax, IT, HR, risk management, and more, we facilitate smarter and more effective decisions that set the stage for unprecedented triumphs. Let’s collaborate and craft a future where every decision is a steppingstone to greater success. Reach out to explore a partnership that promises not just growth but a future beaming with opportunities and achievements.

✉️ Email: [email protected] 🌐 Visit: Dawgen Global Website

📞 Caribbean Office: +1876-6655926 / 876-9293670 📲 WhatsApp Global: +1 876 5544445

Join hands with Dawgen Global. Together, let’s venture into a future brimming with opportunities and achievements.

by Dr Dawkins Brown

Dr. Dawkins Brown is the Executive Chairman of Dawgen Global , an integrated multidisciplinary professional service firm . Dr. Brown earned his Doctor of Philosophy (Ph.D.) in the field of Accounting, Finance and Management from Rushmore University. He has over Twenty three (23) years experience in the field of Audit, Accounting, Taxation, Finance and management . Starting his public accounting career in the audit department of a “big four” firm (Ernst & Young), and gaining experience in local and international audits, Dr. Brown rose quickly through the senior ranks and held the position of Senior consultant prior to establishing Dawgen.

https://dawgen.global/wp-content/uploads/2023/07/Foo-WLogo.png

Dawgen Global is an integrated multidisciplinary professional service firm in the Caribbean Region. We are integrated as one Regional firm and provide several professional services including: audit,accounting ,tax,IT,Risk, HR,Performance, M&A,corporate recovery and other advisory services

Where to find us?
https://dawgen.global/wp-content/uploads/2019/04/img-footer-map.png
Dawgen Social links
Taking seamless key performance indicators offline to maximise the long tail.
https://dawgen.global/wp-content/uploads/2023/07/Foo-WLogo.png

Dawgen Global is an integrated multidisciplinary professional service firm in the Caribbean Region. We are integrated as one Regional firm and provide several professional services including: audit,accounting ,tax,IT,Risk, HR,Performance, M&A,corporate recovery and other advisory services

Where to find us?
https://dawgen.global/wp-content/uploads/2019/04/img-footer-map.png
Dawgen Social links
Taking seamless key performance indicators offline to maximise the long tail.

© 2023 Copyright Dawgen Global. All rights reserved.

© 2024 Copyright Dawgen Global. All rights reserved.