Workshop Agenda
      
       Transforming KPIs of PCs to Performance Appraisal Objectives of Staff | by Prof. 
   01
       Mustahsan Mir
      
   02  How to Effectively Cascade the PC KPIs to your Subordinates  |by Mr. Rabi Al 
       Khofash
      Performance Management AY 2020-2021 : Highlights & Guidelines  |by Office of 
   03
       HR 
                                                       2
    Transforming KPIs of PCs to 
    Performance Appraisal Objectives 
    of Staf
                                      Prof. Mustahsan Mir              December 17, 
                                                                           2020
 Outline
   01 
       Purpose of Transforming KPIs to Performance Objectives
   02 
       KPIs Vs Performance Objectives
   03 
       Case Study of OIPE for AY 2019-2020
   04 
       Status of KPIs for AY 2020-21
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 Purpose of Transforming KPIs to 
 Performance Objectives
  Alignment between Performance Contract (PC) and Performance Appraisal (PA).
  The Head of the Office/Unit is responsible for the achievement of all KPIs in the PC signed 
   by him/her. The staff is responsible for achieving the performance objectives assigned to 
   them. The achievement forces are perfectly aligned when the objectives are aligned with 
   the KPIs. Both sides are working to achieve the same outcomes. It’s a win-win situation!
  The staff will see a bigger picture (360 degree view) by understanding their individual 
   roles in the overall performance of the Office. They will realize the relevance of their 
   objectives in the overall achievement of the Office.
  Enhancing the performance of the Office through focused performance of the staff, 
   assisted by full support and guidance from the Head of the Office/Unit.
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 KPIs Vs Performance Objectives
  The KPIs of a Performance Contract (PC) are defined for an Office (or Unit). They represent 
   Key Performance Indicators for an Office. Their purpose is to improve the performance of 
   an Office. 
  KPIs must be SMART: Specific, Measurable, Achievable, Relevant and Time Bound.
  The Objectives in a Performance Appraisal (PA) are used to measure the performance of 
   staff. Their purpose is to improve the performance of staff members.
  The Objectives in PA, like KPIs in PC, must also be SMART.
  Improving the performance of staff will improve the performance of the Office/Unit. So, 
   there is a direct mapping between KPIs of PC and Objectives of PA.
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