TABLE OF CONTENTS Generally, a performance objective is a measurable attribute, or quantified result of work behavior, that can be used to gauge the performance of a team or an individual. In organizations that primarily perform maintenance operations, performance appraisal is limited to a feedback process between employees and supervisors. In the project management environment, such an appraisal is usually completed by the individual's functional or department manager, often with input from the project manager. With the increasing use of project teams in organizations, particularly with the movement toward the concept of managing the organization by projects, a much larger set of attributes should be measured and rated. Each team member should establish specific performance goals for his or her work. These goals must emphasize teamwork as well as individual results. Further, in such a collaborative team environment, each team member should provide input to the performance appraisals of other team members with whom he or she collaborates in a significant way.
In order to align the work of each individual with the work of the project team, a multiple feedback approach to performance is highly recommended. This approach, commonly known as a 360-degree evaluation, is also called multirater, full circle, and multilevel feedback and refers to a general process of gathering observations concerning performance from many different individuals. In a 360-degree evaluation, team members, the project manager, the functional manager, the client, and others as appropriate conduct separate appraisals of the same subject. Since team members have a...
