HPI is a philosophy, can organizations craft performance expectations for annual appraisals that measure commitment to this philosophy? If so can someone share this information?
The answer is Yes. As mentioned, Human Performance Improvement (HPI) is a philosophy. So, how do you measure someone’s commitment to a philosophy? In the DOE (Department of Energy) manual it states that HPI = Behaviors + Results. It would reason that you should be able to measure behaviors and results. This has been done already. Some companies have already integrated safety into their employee’s annual assessments by measuring attendance at safety meetings, presenting on safety topics, identifying hazards in their workplace, etc.
Human Performance Improvement would be similar by rewarding the identification of error precursors, organizational weaknesses, error likely situations, etc. Providing a presentation on a Human Performance topic for your work group is a great way to get people involved and at the same time educate the rest of the group. There are also Leading Indicators that an individual could support and be rewarded for. An example of this would be if your organization is measuring the Self-reported errors vs the Event-reported errors ratio (indicator of a Just Culture). Those reporting errors should be rewarded. One DOE national laboratory is requiring a working knowledge of HPI (basically becoming an HPI Practitioner) as a prerequisite for applying for certain jobs. There are lots of ways to integrate HPI into annual evaluations in a very positive way.
Recent Comments