Though I am Executive Director here at FTI and answer to only one higher authority (Mrs. Kfred), until our long term funding is secure, I have to supplement my income via outside sources. Enter my position as a member of a company complete with all of the related bureaucratic policies and procedures including annual employee evaluations. Realizing the value of such an exercise, I have been thinking of trying to develop a type of performance measurement for our FTI staff as well. It's the details that have got me stuck. My problem with creating the "FTI Yardstick of Excellence" program is that our members are more than 2-1/2 feet short in achievement. Consistently down the line in every category of possible achievement, (comprehension, creativity, initiative, ability to identify basic shapes), our losers are consistently categorized as "Needs Severe Improvement". This is troubling if we are ever to achieve the type of renown and reputation we desire.
Until that time, I will have to be satisfied with the "Exceeds Expectations" rating each one of the Misfits earned in one category: Acts of Stupidity Performed on a Daily Basis.
I wish that had been a metric when I was working. I would have kicked royal booty on my evals.
ReplyDeleteUnlike financial models, the FTI evaluation process does consider Past Performance as an Indicator of Future Results.
ReplyDeleteThe cheap-assed Board of Directors are considering eventually retaining a development agent should we decide to franchise the FTI concept nationwide. I encourage you to apply for the position.