Terrance,

You asked, "Because I have never actually implemented a metric I am not
sure how to
go about doing this.  Can I please get some direction on what I need to
do?"

Some years ago I implemented a metric.  After spending time gathering
data I approached the work team and told them of my requirement by upper
management to put in place a performance metric and I needed their help.
I showed them the data I had gathered and of course they weren't excited
about it but felt that it was reasonable.  We met about 3 or 4 times to
discuss and they were asked to come up with an alternative.

They were all filers.  They were to keep a daily log (spreadsheet) of
how much filing they had accomplished measured by inches.  We even
discussed how the measurement was to be taken.  Any time that they had
away from their regular duties for a significant time they were to log
also, i.e., staff meeting, vacation time, personal time, assignments to
special projects, etc.  Their measurements were rated at levels which
could be reflected on their annual reviews.  Then they always knew where
they stood and what they could expect annually.  The team did very well
at achieving the standard of an average of 8.5 inches of filing per day.
Albeit some days they were filing onionskin sheets one at a time and
other days they were filing binders 2 and 3 inches thick.  Once they saw
how it came out they were encouraged.  They were each assigned areas
where they were the key person in charge of the filing but should they
get behind anyone else who had time could help and each person would be
able to count the filing toward their goals no matter who's area it was
in.  This method also enabled us to have an accurate accounting of
activity and any drastic volume increases were justification to request
temporary or addition FTE assistance.

This worked well for approximately 5 years.  Turnover was cut down and
the accuracy improved.
Accuracy was checked by taking a sampling each quarter of each person's
core files.  This was a separate measurement.

My philosophy on this is that:
Each person wants to do a good job at anything they do.  This is just
one way for them to see how well they are doing and become rewarded for
it.

If you have any further questions, please feel free to contact me.

Suellen Venette, MLS
Librarian/Records Manager
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direct: 720-540-5336

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