Objective, Competency and Career Development Based Performance Development System
Determination of Objectives and Instant Tracking
The first step in the performance development system is to determine the company, department and individual objectives and monitor monthly data throughout the year.
Competencies to achieve the target are determined as technical and managerial competencies and competencies are monitored throughout the year.
A career plan is generated by determining the person’s performance goal score and potential competency level, and career transition decisions are made.
Training and Development
In line with competence and performance scores, training and development activities will be planned to support the person’s career development.
Dialogue, Monitoring and Feedback
The performance assessment system is a systematic management process that provides periodic competence evaluation and development of target performance by aiming corporate objectives, strategies thrive and establish the management culture with targets within the organization. Targets and competencies are monitored continuously within the system. Employee does her/his self-assessment for performance development and feedback is given by manager within the framework of mutual dialogue.
KPI (Key Performance Indicator)
The key performance indicator is tangible, measurable and observable evaluation criteria defined to accomplish the job with successful performance and achieve goals.
KPIs are determined by the balanced score card method under 4 main headings.
KPI Dimensions: financial dimension, customer dimension, process dimension, learning and development dimensions
The objectives are tangible, realistic, achievable with existing resources and defining action steps to accomplish the goal to identify within a particular period of time.
Targets are expected to meet 5 basic criterias.
S: Defining the target in a concrete and specific manner
M: To include measurable and observable criteria
A: Be achievable
R: To be realistic
T: Determination of Time
Objectives are determined under 3 main categories as strategic objectives of the company, department objectives and individual objectives.
The main objective is to associate the company objectives with the departments and individual objectives, and the Waterfall method and the primary objectives of the company from top management to the lowest level.
Target subjects are developed under 4 dimensions with balanced score card method.
Target Evaluation Criterias
Target weights are determined according to types of company, department and individual objectives.
The target evaluation scale consists of 5 main levels, determined by the rate of realization of the target.
Target assessment scale levels: Superior performance, expected performance, average performance, below expected performance
Target Score Card
The target score card includes the employee’s company, team and individual performance objectives and competency development objectives.
Target weights of all targets are determined on this individual performance card.
Target determination, target monitoring and target update activities are performed on this card by administrator and employee.
Defining Targets and Monitoring
In the goal setting phase, employee sets high performance and development-oriented targets to include new opportunities and combat areas to improve business processes along with routine work.
In the goal setting meeting, the manager and employee monitors the realization of targets in periodically, employee review own performance and the manager gives feedback on performance and makes the necessary updates about targets.
Defining Competency Set
The competencies and behaviour indicators within the corporate competence model are defined within the performance evaluation system according to the respective positions.
Competence criteria defined within the system that are fundamental competencies, managerial competencies and technical competencies.
Level of Competency and Development Scale
Competency behaviour criterias are monitored by employee and manager, and competency development is assessed according to the determined level of competence and measure.
Competency level and rating scale: It is evaluated under 5 basic development levels. The trait that makes difference, strengths, shows development, development at basic level, significant development area
Feedback About Competency Development
Employee makes self-assessment of her/his competencies.
Determines the areas of strengths and development.
Gains awareness about her/his personal potential.
The manager and employee set up a feedback meeting to talk about their observation in a mutual dialogue.
Concrete and open observations are shared in the process with constructive feedback and self-assessment techniques.
Training and Development Action Plan
Competency behaviour criterias are monitored by employee and by manager, and competency development is assessed according to the determined level of competence and scale.
Competency level and Rating scale: It is evaluated under 5 basic development level. The trait that makes difference, strengths, shows development, development at basic level, development area.
BENEFITS OF PERFORMANCE DEVELOPMENT SYSTEM
Benefits of Performance Development System
With the strategic objectives of the organization, individual objectives are linked to each other and the whole company organizes the work activities to serve the same goal.
Employees will be able to take more responsibility by having their own goals.
With clear and transparent execution of the processes, it aims to strengthen communication between employees and managers.
Awareness is increased by creating a continuous feedback environment for competence developments.
It is possible to make the most accurate training and development plans according to the development areas.
Benefits of Performance Evaluation System
Performans yönetimi sistemi süreci, kurumun organizasyon yapısına, faaliyet konusuna ve stratejik yönetim şekline uygun olacak şekilde tasarlanır.
Sistemin başarısındaki kilit unsurlar, kuruma özel hedef belirleme yönteminin, yetkinlik kriterlerinin, prim sisteminin, değerlendirme skalasının ve değerlendirme görüşme sürecinin oluşturulmasıdır.
Hedef ve yetkinlik bazlı performans yönetim sistemi sürecinde, yönetici ve çalışan tarafından yıl boyunca sistematik olarak Hedef Belirleme ve Onaylama, Çalışma Süresince İzleme, Performans Ara Dönemde Gözden Geçirme, Hedef ve Yetkinlik Değerlendirme ve Geribildirim, Eğitim ve Gelişim İhtiyaçlarını tanımlama ve Kariyer Planı Yapma gibi aşamalardan oluşan bir dizi aktivite yürütülür.