Sound knowledge, a practical work plan.
AKREKAL training focuses on selecting performance indicators, assessing the effectiveness of activities and using results in improvement work.
Process owners, production managers and improvement teams.
Details that affect the outcome of the work
Clear criteria
Different managers should not assess the same work inconsistently. Define expected outcomes, behaviours and evidence types in advance.
Balanced data
A single number may not show overall performance. Interpret working conditions, quality and task scope together.
Links to development
Assessment should produce more than scores. Make competence needs, feedback and development steps trackable.
Performance Assessment training
We help your team interpret the topic, ask the right questions and apply it in their own work.
Skills you will gain in training
- Select the inputs needed for role-specific performance criteria and prepare a sample working file.
- Determine criteria and records for an evidence and assessment form.
- Assess missing evidence for a development and follow-up plan and define responsibilities and follow-up steps.
Training content
Content is developed in greater depth according to participants’ roles and practical needs.
- The Concept of Performance
- Performance Problems
- Determining Required Personnel Competence
- Activities to Achieve Competence and
- Assessment of Their Effectiveness
- Personnel Performance Assessment: Methods and Techniques
- 360° Performance Assessment System
- Improving Personnel Performance
A performance indicator influences priorities as well as measuring outcomes. Rewarding only transaction volume can conceal rework or customer problems. Training examines objectives, data definitions and behavioural side effects together, rather than expecting one score to explain complex performance.
Illustrative measures define calculations, data sources and comparison conditions. Individual performance is distinguished from effects created by team or process conditions.
A fictional support team closes more tickets while reopened requests also increase. Participants design measures that combine speed and quality and identify evidence for feedback discussions.
Does the target encourage unintended behaviour? Are tasks of different difficulty being weighted identically?
AKREKAL consultancy can develop balanced measurement and feedback arrangements that support decisions.
Let’s turn knowledge into practice in your organisation.
We review your current situation, identify your priorities and provide organisation-specific support for the following work.
Role-specific performance criteria.
An evidence and assessment form.
A development and follow-up plan.
Deliverables, responsibilities and assessment criteria are agreed together when defining the service scope.
Tell us about your consultancy needsLet’s prepare documents that demonstrate implementation.
One focus of the documentation review is “Clear criteria”. The records are checked for scope, owner, revision and supporting basis so that they accurately reflect the work performed.
The work addresses topic-specific outputs such as “Role-specific performance criteria”. Gaps are identified using records actually used by your organisation. Ready-made documents that do not reflect the way you operate are not adopted without adaptation.
Certification and assessment conditions
Training participation, practical competence and product or organisational certification involve different assessments. For Performance Evaluation, we clarify which activity, person or product the requested certificate covers and the assessment on which it is based. Requirements of the scheme owner or relevant body are reviewed for the agreed scope. AKREKAL provides training and preparation consultancy; it does not guarantee an authorised third party’s certification decision or outcome.
Discuss your training, consultancy and preparation needs →Inconsistent scoring
- The situation
- Similar work receives different scores despite the same evidence.
- Training and consultancy work
- Compare criteria definitions and assessment examples.
- Intended output
- Create a shared interpretation and development record.
Let’s clarify your needs more quickly.
Sharing the following information helps us define scope and priorities accurately.
- Job descriptions
- Existing criteria
- Anonymised assessment examples
AKREKAL provides training and implementation consultancy in this area. Training does not replace independent certification or professional authorisation. Technical activities are planned with suitable equipment and working conditions.
Before you decide
How can different people assess the same work consistently?
Different managers should not assess the same work inconsistently. Define expected outcomes, behaviours and evidence types in advance. A single number may not show overall performance. Interpret working conditions, quality and task scope together.
How does consultancy support proceed after training?
Work can begin with role-specific performance criteria. Test jointly prepared records through a practical example, identify gaps and responsibilities, and define follow-up actions. Clarify the work's scope together with your business.
Related training and consultancy services
Explore all topics →Let’s assess your needs together.
Share your company’s activities, target scope and priorities; let’s develop your training and consultancy plan together.
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