Key Performance Indicators

Alex,

You are truly correct, if you plan for productions/manufacturing, in such case, your goal is to achieve the target out put.



But Construction planning and monitoring progress is different. It is generally through a long period, a year or two or more. During such periods, many unforeseen condition may be generated due to variations, work stoppages, force mageure, submittals and approvals, procurement etc. At the end of the day, to create a cause and effect analysis to adjudicate who is resposible for each delay (employer,engineer or contractor), use of KPI is one of the important estimation method, that you can justify your assessment.

Dear All



For my team members I prefer look at outcomes and result rather than KPIs



I looking at KPIs is processes and outcomes is output.



Input -> Process -> Output

Effort -> Performance (KPIs) -> Result





Some time excellent proceesses do not garrantee excellent outputs. So, my staff I would concentrate on the outcomes and outputs.



Cheers



Alex

Andrew

If the deviation between original and actual is 10 to 15% ,That would be acceptable and a success for the planner. If the percentage exceeded this range we have to investigate the reasons for this deviation if it were planning problems or execution problems. It should be a wise investigation not just pointing fingers to each other. The main goal from it should be avoiding such problems in the future.

Andrew

Oh,,, now I got it. I thought you mean how applicable was the plan and what was the deviation between actual and the original plan, is it with in acceptable range or beyond that. By the way, you could consider that one of your KPI points.



Sorry for the delayed response



Regards

Andrew,



You’re right, there is nothing wrong with having Key Performance Indicators, sometimes they’re called Key Success Indicators showing just how well you’re doing your job. Whatever you decide on as the KPIs you should try to ensure that they are SMART, Specific, Measurable, Achievable, Realistic, Time-related.



That way you avoid any recriminations about unfairness, or dependence on somebody’s opinion, which can cause problems.



Chris Oggham

How many points do I get for Insolence, Intolerance and Sarcasm ?

Well general appraisal is always better than specific appraisal, i.e:

a) Communication

b) Team work

c) Efficiency

d) Capability

e) Understanding

f) etc.....



Management can use the general info for salary increment and bonuses payout. As for promotion, management can use the specific info as you mentioned earlier.



Regards.

Andrew,



Indeed these are good monitoring points. Mohammed is right in pointing out that first two points depend on human mood, but they are very essential. you can also consider taking feedback from end user of the plans. I mean execution team or field personel.

Andrew,

These are good points, but you should give low weights to the first two points, that both of them depends on human moods which is not always stable.



For the forth point, How do you plan to measure the accuracy?

What ?



Someone wanting to monitor what Planners are doing?



We cant have that.