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Specific Measurements

If the termination of an employee is based on job performance, a basis must exist by which the performance of IT professionals is measured, tracked, and reviewed. IT organizations should have structured processes and forms that enhance the effectiveness and efficiency of performance management for computer professionals. 

Each IT employee should document their projects, tasks, and commitments.  The preferable frequency is at least quarterly.  Some deliverables will extend across more than three months, but planning quarterly is one good way to organize work into more manageable time periods. By the end of the year, the commitments for all four quarters will be concisely documented.

Being specific with deliverables and target dates is essential to performance management. Experience has shown that having the IT employee themselves set the target dates on their commitments, where feasible, will increase buy-in and increase the likelihood of meeting or exceeding their goals.

Once the commitments are documented, the commitment plan should be reviewed regularly and face-to-face with all employees. Monthly reviews will, in many cases, provide enough regularity to make the manager aware of issues, roadblocks, and impending problems that may require management intervention with the situation at hand.

The above book excerpt is from:

You're Fired! Firing Computer Professionals

The IT manager Guide for Terminating "With Cause"

ISBN 0-9744486-4-8

Robert Papaj

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