Understanding professional supervision practice
Understanding professional supervision practice (LM2a)
4.1 Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization.
Whatever Performance Indicators are selected, they must reflect the organization's goals, they must be key to its success and they must be quantifiable (measurable). Performance Indicators usually are long-term considerations. The definition of what they are and how they are measured do not change often. The goals for a particular Performance Indicator may change as the organization's goals change, or as it gets closer to achieving a goal.
As Performance Indicators reflect the organizational goals, a supervisor of a professional in the organisation must make sure that any performance indicator used can be clearly identified by the professional as contributing to the organisation's goals.
It is the responsibility of the supervisor to ensure the professional:
Is aware of the goals of the organisation (employees should significantly contribute to the goals, as should people who use the services of the organisation);
Understands the goals and how the performance indicators contribute to the goals;
Understands how the performance indicators are to be measured and when they have been achieved -if a Performance Indicator is going to be of any value, there must be a way to accurately define and measure it
Targets need to be set for each Key Performance Indicator.
Characteristics of PIs
Quantitative: They can be presented in form of numbers.
Practical: They integrate well with present organisational processes.
Directional: They help to determine if an organisation is improving.
Actionable: They can be put into practice to effect desired change.
For example, a performance indicator for a supported living accommodation project for individuals recovering from mental health problems may be that within 28 days of arriving
4.1 Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization.
Whatever Performance Indicators are selected, they must reflect the organization's goals, they must be key to its success and they must be quantifiable (measurable). Performance Indicators usually are long-term considerations. The definition of what they are and how they are measured do not change often. The goals for a particular Performance Indicator may change as the organization's goals change, or as it gets closer to achieving a goal.
As Performance Indicators reflect the organizational goals, a supervisor of a professional in the organisation must make sure that any performance indicator used can be clearly identified by the professional as contributing to the organisation's goals.
It is the responsibility of the supervisor to ensure the professional:
Is aware of the goals of the organisation (employees should significantly contribute to the goals, as should people who use the services of the organisation);
Understands the goals and how the performance indicators contribute to the goals;
Understands how the performance indicators are to be measured and when they have been achieved -if a Performance Indicator is going to be of any value, there must be a way to accurately define and measure it
Targets need to be set for each Key Performance Indicator.
Characteristics of PIs
Quantitative: They can be presented in form of numbers.
Practical: They integrate well with present organisational processes.
Directional: They help to determine if an organisation is improving.
Actionable: They can be put into practice to effect desired change.
For example, a performance indicator for a supported living accommodation project for individuals recovering from mental health problems may be that within 28 days of arriving