Page 128 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Unit 11: Organisational Change through Performance Management

Key Aspect of KRA Measures Notes
1. KRA measures are cascaded from relevant scorecards and ABP

2. A maximum of 8-10 KRA measures needs to be defined for each manager (with
indicative weightages attached to ensure prioritization)
3. Clear measurement tools outlined for all KRA measures
Weightages against KRAs
All KRA measures should have weightages assigned to them totalling to 100%. There
should not be any KRA which has less than 5% weightage.
Performance Contracting
Once the KRA measures have been identified, the next step is Performance Contracting.

It is the process of arriving at targets against each KRA measure through the process
of discussion between officer and superior to agree on the rating scales and qualitative

grids.
Performance contracts lists down the agreed KRA measures between the superior and the
subordinates.
The KRA measures are mentioned under the following fi ve areas:
1. Finance
2. Customer
3. Internal Business Process
4. People Development

5. Special Projects
Note: KRA measures are mentioned in the applicable areas only in case any of it is not
applicable.
In case of dual reporting relationship, the document is also discussed with the dotted
line/functional superior. There may be certain deliverables, which the functional superior
may wish to include in the document. All such inputs are taken by the solid line/ current
superior before finalizing the document.

Evidence Recording
Evidence recording is the process of documenting information or observations related to a
subordinate’s efforts/activity by superiors.

Need for Evidence Recording
1. To substantiate objective and meaningful feedback to subordinates (feedback could be

related to very specific dimensions of performance or very generically related to once

or more competency. This way the superior is able to initiate the first activity of his

subordinate’s development i.e., identification of development needs).
2. To aid in objective and meaningful individual case preparation for talent review
(during Talent Review, the superior is not only required to present the evaluation
ratings but also needs to defend these when they are challenge and discussed).

Responsibility for Evidence Recording
Responsibility of evidence recording will rest with the immediate superior (who is closely
observing the subordinate’s performance.)
Contd....

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