Team Development Team performance Performance indicators Team performance

Team Development Team performance

Performance indicators �Team performance hinges around measuring how well a team meets its aims and objectives. �Performance indicators are a set of figures designed to measure the extent to which agreed targets are being meet. �Performance indicators in the public services are things such as: �Customer satisfaction rating �Emergency response times �Crime statistics �Measurement against other similar services.

Performance indicators �More Edmonton staff hired to reduce ambulance times. � The median response time in the past two years for so-called "lights and sirens" ambulance calls increased to eight minutes and 13 seconds from seven minutes. �Knifepoint robberies rise by 10%, � The number of knifepoint robberies rose by 10% in the year to September, but police figures show overall crime in England Wales fell by 4%.

�Performance indicators are usually set around a theme. For example: �A police force might try to reduce the number of anti-social behaviour incidents by 10% in a six month period. �A healthcare team might try to reduce the number of patient infections by 35% in a three month period. �All of these are set using SMART targets: �Specific – clear and direct, they say exactly what a team is going to achieve. �Measurable – so that the team knows when the aim has been achieved. �Achievable – the can be reached in a realistic timescale. �Realistic – they are genuinely in the teams control and they can take action on them. �Time-related – there are clear deadlines for completion.

� A police force might try to reduce the number of anti -social behaviour incidents by 10% in a six month period.

Target setting �Target setting is very important if teams are to achieve their goals. �If you don’t know what your target is, how can you plan your time and resources? �Sometimes public service targets are set independently of the service, for example central government. �Performance is then measured against the achievement of these set targets.

Monitoring �Team performance in the public services is monitored centrally using performance indicators and target setting. �Services will also use benchmarks, which are national performance indicators which inform the public and other services. �For example: there are 43 police constabularies in England Wales, each of which will be able to compare itself to the other 42 to see how well or poorly they are doing. �In reality these statistics do not take into account the particular circumstances of each police service. For instance the MET police will deal with more violent crimes than say a rural police force like Cornwall. This doesn't mean they have less crime just are policing in different circumstances.

Review �Reviewing your team performance is an important part of team development and is particularly valuable if you are going to work as a team again. �A review is a considered analysis of performance against the set targets and assessment of the reasons for success or failure form which lessons can be learnt for the future.

Evaluation of team performance �It is important to evaluate as it help to remember what the initial goal was and determine weather or not it had been achieved �It also helps the team to praise each other and celebrate success along with identifying any weaknesses or problems that could be rectified in the future. �Evaluating is an effective way of gathering information as a team which can be used to: � set group boundaries �Devise improvement strategies �Identify individual development issues.

Case study �Complete the case study with a partner. �Discuss the questions and come up with an answer for each.

Group evaluations �These are normally more complex as they involve a number of individuals from a number of agencies. �They usually try to evaluate an incident or project. �If this was a major incident then topics like how was it caused and how can we stop it happening again will be discussed. �These can often be called a debrief.