• About HR
• Site Index

• Home
• Overview
  • Goals
  • Phases
• Forms
  • Non-represented personnel
  • Represented personnel
• Shared Responsibilities
• Performance Planning (Phase I)
  • Procedure & Timing
  • SMART Objectives
  • Objective Alignment
  • Weighting
  • Competency Assessment
  • Employee Development Plan
  • Conducting the Performance Planning Meeting
• Mid-Year Progress Review (Phase II)
  • Procedure & Timing
  • Tips
• Final Assessment (Phase III)
  • Procedure & Timing
  • Rating Definitions
  • Overall Rating & Weighting
• Employee Development Resource Guide
• Performance Improvement Plans
• FAQ

Wayne LEADS Phase I: Weighting Objectives

Weighting objectives is a common practice in performance management and truly gets at the priority of the work that the employee is doing.  

• Weight objectives based on impact and/or percentage of the role
• Weighting helps employees prioritize
• A variation in weighting can significantly affect the objective’s impact on the overall rating of the employee
  • If a high priority objective is achieved and a low priority objective is not achieved…and the objectives are weighted appropriately, this will have a positive affect on the overall rating.  If a high priority objective is not achieved and a low priority objective is achieved than the appropriate impact on the overall rating will be reflected.

Note:  No objective should be rated less than 5% unless the rating is going to be a New and/or Developing

Procedure

See training scenario

See training presentation