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The following are the key elements of the departmental component: o Identifying programs and services provided to internal and external customers. o Defining the purpose of the programs and services. o Identifying the strategic goals and key City Council target areas accomplished by the programs and services. a Developing specific, measurable, time-bound indicators relating to the departmental goal statement. o Administering customer service surveys to measure the quality and effectiveness of the prograz�ns and services. o Developing indicators relating to department administration and employee development, o Calibrating the indicators to determine their appropriateness. o Preparing the outcome report. _ Each department's score is determined by the successful completion of their performance indicators. � The goals for the department are the same for all departmental staff even though they may participate toward the success of these goals in different ways. Departmental goals are set each year and communicated in writing to eligible staff. Individual Tier Canrpone�� The goal of the individual component is to provide a process whereby the accomplishment of previously agreed upon individual goals and objectives are measured and objectively rewarded. The performance of the specific individual is measured in this component. This component is set at the annual review each year through the setting of goals. Employees receive feedback each review period or as requested by the employee about the accomplishment of goals they identified and agreed to in the annual performance review goal setting section. The individual section requires no less than 3 goals which if achieved each year should take staff about 4 months to complete if proj ect related. The following are the key elements of the individual component: o Identifying the strategic goals and key target areas that tie into the accomplishment of departmental goals through projects, programs, & services. o Identifying Values and Characteristics that will enhance the employee's ability to be successful. Such as: 1) communication style & consistency, 2) contagious enthusiasm, 3) shared success through mentoring others 4) outcome focused teamwork, 5) adaptable learning, initiative, and innovation, 6) healthy human relationships 7) dedicated attendance & goals commitment. o Developing specific, measurable, time-bound indicators relating to the goal statement. o Calibrating the indicators to determine their appropriateness. o Preparing the outcome report. Performance Standards - Setting & Reviewing Goal Achievements: When setting and reviewing the achievement of departmental and individual goals for the standard hourly merit component the following characteristics should be incorporated and reviewed. Dana Bacon Page 5 1011312005