You're in charge of Quality Management. How do you ensure performance evaluation is objective?

If you believe as I do that Quality is everyone's responsibility, then by assigning it to a 'Quality Manager' means that it becomes no-ones responsibility. Quality Management then becomes a police force type activity and the process becomes 'whose fault was it?' when things go wrong. This is the 'blame game. and Theory 'X' management. Introduce TQM and your question becomes redundant.

It’s the good old conundrum of What failed vs who failed ? For me the ‘what failed’ is always a better one to analyse. Fix the process and people follow !!

An objective way to effectively manage performance evaluation is to define, clear and realistic objectives. To ensure transparency in the development phase, it's important to ensure consultation and engagement of key stakeholders. The adoption of a 360° approach ensures that relevant parties are adequately carried along. In addition to this, it's essential to agree the measurement parameters and yardstick for performance assessment. This means that the objectives must align with the SMART acronym. It must be specific and tailored to the organizational goal, measurable with clear performance indicators, achievable and set based on past historic data. Realistic based on organizational context and time bound with a clearly defined deadlines.

Honestly, be aware of biases and focus on job performance, not personal feelings. (Very important) Get opinions from different people, like coworkers and bosses. Use the same evaluation forms for everyone and do reviews on time. Talk openly with employees so they can share their thoughts too. Review and update the evaluation process regularly to keep it fair for everyone.??

Who might you be addressing this to Ali and how did you get their attention? Most CEOs that I have meet have an aversion to being lectured to!

é importante que as metodologias de coleta de dados sejam confiáveis e padronizadas, assim evitando gerar uma análise tendenciosa. - Elabore procedimentos para cada processo de coleta de dados. - Treine os colaboradores responsáveis em executar os processos. - Realize auditorias periodicamente. - Analise e repita o processo promovendo a melhoria contínua.

Actualmente mi medición de desempe?o de proveedores es una combinación de scores en donde cada una es calculado independientemente a partir de datos que se generan en forma automática utilizando información de: Hallazgos detectados en inspecciones de seguridad y ambiente. Eventos fe seguridad y ambiente. Gestión de los reclamos registrados. Evaluación de los usuarios en los certificados. Nivel de aptitud en legalidad. Esto me permite contar con información lo más actualizada y viva posible, eliminar el sesgo subjetivo de una persona que evalúa, y construir muestras que a lo largo del tiempo me permiten evidenciar incluso si acciones de desarrollo implementadas surtieron éxito o no.

Ensuring objectivity in your Quality Management performance evaluations is crucial for maintaining a fair and effective quality system. Where clear objectives and goals should be assigned to your team. but the objective may change based on the assignment, market demand, and customer expectations. Also Data can be used in evaluation especially if we're using an automated solution, where KPIs of each personnel can be extracted easily. Also to avoid biased assessment, use measurable objectives, where numbers are always a great backup. Periodic review and update for the evaluation system falls under continuous improvement where things change, concerning industry paradigm, challenges in the market, and competitive advantages.

La evaluación de los resultados debe ser objetiva, critica y real, la opinión del cliente es el mejor termómetro para medir el desempe?o de una empresa que se rige bajo un sistema de gestión de calidad, las encuestas de satisfacción y tener un sistema no solo de quejas y reclamos, sino también de felicitaciones, acompa?ado de estadísticas, tendencias, análisis de la data que de ello se deriva por parte de la alta gerencia, adicionalmente el seguimiento del cumplimiento de objetivos e indicadores constante, de manera mensual como mínimo y el análisis de las causas de las desviaciones con sus respectivas acciones correctivas y preventivas y la retroalimentación de estos análisis a los mandos medios y grupos primarios es fundamental.

Un examen objetivo correctamente elaborado puede ser utilizado como un instrumento de selección o diagnóstico de tipo formativo o sumativo en función de una asignatura, módulo o programa de estudios. Sus características principales son la objetividad, la validez y la confiabilidad.

Los estándares que se utilizan para medir el desempe?o deben ser coherentes, alcanzables, medibles y razonables, conocidos por todos los grupos de interés, y frente a cada objetivo o indicador deben definirse la estrategias para alcanzarlo y la forma de medirlo, un objetivo que se logra en un periodo de tiempo definido por lo general se debe replantear en pos de una mejora continua, estándares que son inalcanzables pueden llegar a generar desánimo en los integrantes de la empresa y deben ser analizados por la alta gerencia para determinar si el es realmente un estándar fuera de contexto o hay una falla en la estrategia.

The performance of any system, equipment, area or process must necessarily be a final reflection of the quality implemented and verified at each critical control point. Therefore, to ensure objectivity when evaluating this qualification, it is necessary to propose representative tests that are technically and statistically supported, and are also ideal for measuring compliance with the acceptance criteria. That is, capable of verifying that the expected quality standard is achieved in the routine environment through consistent, reproducible and reliable performance.

Los estándares de desempe?o describen expectativas respecto a lo que debe saber y saber hacer un/a docente en el ejercicio de su rol, reflejando qué es valorado en la profesión, y con ello, qué es una ense?anza de calidad.

Define standard measurement plan and system to measure all the goals. There are various international standards available like ISO, which can help to define the measurement system. GRR (Gauge Repeatability and Reproducibility) can be used to evaluate the authenticity of the data / measured value.

Applying consistent standards and methods is the third crucial step for an objective performance evaluation. These standards should be well-documented, communicated, and adhered to by all involved in the assessment process. Regular review and updates are necessary to align with changes in the environment, goals, and expectations. For instance, when evaluating the quality of a training program, standards such as learning objectives, completion rates, test scores, and feedback can be employed. Consistency in applying these standards ensures fairness, comparability, and reliability across various assessments, promoting a systematic and effective approach to evaluating performance.

El identificar las partes interesadas pertinentes, hace posible conocer sus necesidades y expectativas, de tal forma que la organización pueda implementar estrategias para el seguimiento y medición de ésas necesidades y sus principales efectos

Permit workers to submit self-evaluations. This allows people to participate in the review process and can offer insightful information about how they view their performance.

Involving stakeholders is integral to a comprehensive evaluation process. Engaging key stakeholders ensures diverse perspectives and relevant insights are considered, contributing to a more holistic assessment. This involvement fosters transparency, aligns expectations, and enhances the overall credibility of the performance evaluation. For example, in assessing a project's success, stakeholders like clients, team members, and project sponsors may provide valuable input on aspects such as deliverables, communication, and project outcomes. This collaborative approach not only enriches the evaluation process but also promotes a sense of ownership and accountability among stakeholders.

Totalmente de acuerdo, conseguir una buena comunicación y trabajo en equipo hace que todos aprendamos, además conseguimos generación de ideas y buenas relaciones con un buen resultado final y gran satisfacción del trabajo en común alcanzando objetivos

Cuando hablamos de partes interesadas, grupos de interés o Stakeholders, son todas aquellas personas o grupos que pueden afectar o verse afectadas por las actividades que realiza la organización. Por Ejemplo clientes, proveedores, visitantes, gobierno, vecinos, entre otros.

Feedback should be against the evaluation result, and must be un-biased whether it is related to people or system. SWOT is a good tool to use for feedback, however it can be more effective if feedback provided in objective manner i.e. 90% of time you were able to meet the deadline against the criteria of 95% etc.

Feedbacks s?o uma otima op??o, e deve ser constantes nas avalia??es, sempre deve ser fornecido embasados em criterios técnicos e normativos, uma das formas criteriosas e usar o matriz SWOT, juntando as informa??es para fazer o FEEDBACK.

La retroalimentación permite valorar fortalezas y reducir debilidades, considerar puntos positivos y negativos. En general, es aplicada en la gestión de empresas, pero también en ámbitos como la administración, la ingeniería, la arquitectura, la economía, la informática y la educación

Jede Interaktion mit dem Mitarbeiter sollte konsistent mit der explizit vereinbarten Zielsetzung sein. Der formale Abgleich der objektivierten Leistungsbewertung wird dann wenig überraschung für die Beteiligten bieten.

Providing feedback in performance assessments within quality management is the fifth crucial step. Feedback is essential for learning, improvement, and recognition. It should be timely, constructive, and actionable, based on the criteria, sources, and standards used in the evaluation process. For instance, when assessing service quality, feedback might include strengths, weaknesses, opportunities, and threats (SWOT), offering a comprehensive view. Effective feedback not only guides individuals or units toward enhancement but also reinforces a culture of continuous improvement and acknowledgment within the quality management framework.

It is important that the criteria and results are VISIBLE. Everyone should know if they are winning or losing any time they look at the scoreboard. The metrics that are reviewed daily need to be leading indicators that will ensure that ultimate objectives are met. While trending and analyzing is important for continual improvement, it is equally important to be able to recognize quickly when an adjustment is needed so that teams can feel empowered to change the course of the performance and not have to wait for the “next quarter”.

Monitoring and Improvement is actually the continual improvement and the core of any performance evaluation. Trend analysis is another way to evaluate whether there is consistent improvement over the period of time, also Root cause analysis should be performed in case there is no improvement seen despite of robust measurement / performance system.

Monitoring and improving performance over time constitute the sixth and final step in objective performance evaluation. This involves tracking, analyzing, and reporting quality results and trends. It also entails identifying and implementing actions to address any gaps, issues, or risks impacting quality performance. For instance, when assessing a process's quality, monitoring and improving metrics such as cycle time, defect rate, and customer satisfaction contribute to ongoing refinement. This continuous cycle of evaluation and enhancement ensures that quality standards align with evolving goals and expectations, fostering a proactive and adaptive approach within the quality management framework.

Para monitorar e melhorar processos, servi?os e produtos, deve-se mapear processos, estabelecer indicadores, monitoramento contínuo, feedbacks, avalia??o, identificar gargalos, simplificar tarefas, treinar e desenvolver os stakeholders, melhoras continuamente os processos e avaliar periodicamente.

O monitoramento do desempenho deve ser realizado de forma imersiva. Dados dizem muito, mas a realidade in loco é extremamente valiosa para uma avalia??o aprofundada e assertiva do desempenho apresentado. Questione, entenda e aprofunde nas causas da oscila??o destes indicadores! Assim, a tomada de decis?o em busca da pacifica??o do indicador será altamente efetiva. Indicadores mostram os números mas os problemas sugerem solu??es.

Effective Quality management system is a result of few important aspects like careful planning, initiatives that adhere to that planning, implementation, constant reevaluation of implementation, willingness to change and continually strive for a better way to accomplish goal

To assure high performance in quality management such basic tool as Deming cycle called PDCA cycle could be helpful. It can get a direction and order of steps undertaken like PLANING DOING CHECKING ACTING. As it is continuous improvement tool as it shall never stop after each cycle it can strenghten high performance to be better and better. Let's not forget also about LESSONS LEARNED and its analysis to learn from the past performance.

Clear Criteria: its very important to define clear and measurable criteria for performance evaluation. This may include specific goals, competencies, and behaviors that are relevant to the individual's role and the organization's objectives. Standardized Evaluation Processes: Establish a standardized evaluation process to ensure that all employees are evaluated using the same criteria and methods. This can help minimize biases and inconsistencies in evaluations. Documentation: Encourage evaluators to document specific examples and evidence to support their assessments of an employee's performance. This documentation can help ensure that evaluations are based on facts rather than subjective opinions.

O segredo para garantir a Qualidade Total do Processo, é necessário ter o comprometimento de todos envolvidos e foco no cliente.

You must implement a disciplined improvement process. Teams often implement a root cause identification and elimination system but they are not disciplined about following the steps of process and they do not see improvement from a performance standpoint. Whether you, use DMAIC, PDCA, 8D, or A3 you must be consistent and disciplined about following the process and you must follow through. You will end up finding the same repeat problems with your performance evolutions if you don't put a disciplined and consistent root cause/ improvement process in place where you follow through and eliminate problems.