PER Community

1. Measuring Performance

⚠️ Assessor Feedback

• Limited or unclear explanation of how performance was measured
• KPIs not clearly defined or linked to objectives
• Lack of detail on:
• What was measured (team, department, project)
• How performance was assessed
• No clear identification of variances (actual vs target)
• Actions are too brief and do not demonstrate how issues were addressed
• Limited evidence of positive impact from actions taken

✅ What the Assessor Is Looking For

Assessors expect:

• Clear description of what area was measured
• Specific KPIs identified (e.g. cost, turnaround time, accuracy)
• Explanation of how performance was measured, including:
• Tools or systems used
• Frequency (e.g. weekly, monthly)
• Clear identification of variances between actual and expected results
• Explanation of:
• Causes of variances
• Actions taken to address them
• Resulting improvements
• Clear focus on your role and contribution

✅ What Strong “Actions” Should Include

• Monitoring KPIs and comparing against targets
• Identifying and analysing key variances
• Investigating root causes of underperformance
• Communicating findings to stakeholders
• Implementing corrective actions (e.g. process improvements, controls)
• Tracking performance post-implementation to ensure improvement

🔑 Key Takeaways

• Clearly state KPIs and targets
• Highlight variances (actual vs expected)
• Provide specific corrective actions
• Demonstrate measurable improvement
• Focus on your contribution, not just team outcomes

2. Communication

⚠️ Assessor Feedback

• Communication described is too brief and lacks detail
• No clear explanation of frequency of communication with stakeholders
• Stakeholders are not clearly identified
• Lack of detail on:
• Methods of communication (e.g. meetings, reports)
• Purpose of communication regarding systems and processes
• No clear example showing how communication improved outcomes
• “Actions” are too brief and do not demonstrate how improvements were driven

✅ What the Assessor Is Looking For

Assessors expect:

• Clear identification of stakeholders involved
• Explicit explanation of frequency of communication (e.g. daily, weekly, monthly)
• Description of methods used (e.g. meetings, reports, dashboards)
• Explanation of the purpose of communication (e.g. monitoring, issue resolution)
• Clear link to systems and processes
• Identification of:
• Issues or inefficiencies raised through communication
• Actions taken
• Resulting improvements
• Clear focus on your role and contribution

✅ What Strong “Actions” Should Include

• Establishing regular communication (e.g. weekly meetings, monthly reports)
• Presenting insights on system or process performance
• Gathering feedback from stakeholders
• Identifying issues or inefficiencies through discussions
• Proposing and implementing improvements
• Monitoring progress and providing follow-up updates

🔑 Key Takeaways

• Clearly state who you communicate with, how often, and how
• Show how communication leads to identifying issues and taking action
• Link communication directly to process or system improvements
• Demonstrate measurable impact
• Focus on your contribution, not just team activity