My experience with performance management terminology is that various organizations use different ways to describe terms. For example, some organizations do not make distinctions between performance measures and targets or between measures and metrics.

You will notice, there is no universal description of the performance management terms discussed below, just some general guidelines and best practices. Like many parish management concepts the key is to ensure that you have defined and clarified terms.

To assist us in the process of reviewing terms, it may be helpful to think of these concepts in a flipped pyramid structure (Figure 1).   Each layer of the structure builds upon the other.

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A performance management system is a coordinated and collaborative method to create, measure, track, and achieve parish goals. An effective performance management system will hold the parish accountable for ensuring that parish priorities are in fact accomplished. This type of system creates a performance-driven parish because all members of the team are on the same page in terms of direction, priorities, progress, and accountability.

Do you remember in elementary school when the teacher would send home a progress report? The progress report would include commentary about coursework, skill development and behavior.  The report typically offered commentary on student performance and was sent home early enough in the quarter or semester to allow you to make adjustments prior to the final grade.  The purpose of a performance management system has a similar objective.  In order to track progress, a structure must be in place to track progress and offer (should it be necessary) an advanced warning system for adjustments. Therefore, the system can help the parish achieve a grade of A+ as it relates to accomplishing goals!

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