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On The JobPerformance Appraisal and a Job Well Done, Part 2
You may find it difficult to get feedback from partners or administrators about your performance. Setting up a performance appraisal system in your own department will make your job easier.
The foundation of the system is having specific objectives for a position that set out the level of acceptable achievement for specific functions and tasks, and the metrics by which satisfactory accomplishment will be determined. Ideally, these flow from a firm's strategic plan, but the lack of one won't prevent you setting up a workable system among your staff.
The benefits of implementing a system are two-fold: you'll have a proactive agreement between yourself and each individual member of your staff of what to expect from them and what will motivate them towards satisfying these expectations; and you'll have a set of concrete performance objectives that allow both of you to know, continuously, how completely the expectations are being fulfilled.
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