System and method for quantification of human performance factors

• US 6,119,097 A
• Filed: 11/26/1997
• Issued: 09/12/2000
• Est. Priority Date: 11/26/1997
• Status: Expired due to Term

• Current Assignee: Executing The Numbers, Inc.
• Original Assignee: Executing The Numbers, Inc.
• Inventors: Ibarra, David
• Primary Examiner(s): Trammell, James P.
• Assistant Examiner(s): Nguyen, Cuong H.
• Application Number:
  US08/978,532
• Time in Patent Office: 1,021 Days
• Field of Search: 705/2, 705/7-11, 705/32, 340/309.4, 340/309.5, 340/309.15, 364/468.05, 707/100
• US Class Current: 705/7.42
• CPC Class Codes: G06Q 10/06398 Performance of employee with respect to a job function
• CPC Class Codes: G06Q 10/1091 Recording time for administrative or management purposes
• CPC Class Codes: G09B 7/00 Electrically-operated teaching apparatus or devices working with questions and answers mechanically operated G09B3/00; computing arrangements G06F

Abstract

A method and apparatus which enables a supervisor to quantify job performance characteristics. The method accomplishes job performance quantification and tracking of performance by a series of steps which include using an employee problem-solving worksheet provided on a computer display to identify objective standards for the employee, identify and assign at least one objective activity to the employee which should enable the employee to meet the objective standards, completing a monthly evaluation of the person to determine whether or not the objective activities are being accomplished, and if so, whether the employee is at least meeting the objective standards. If the objective standards are not being met, the objective standards are re-evaluated to determine if they are realistic, and if they are, then new activities are assigned which should enable the person to meet the original or modified objective standards.

Claims

1. A method for utilizing a computer system for measuring and improving an employee'"'"'s job performance through identification and monitoring of at least one quantifiable and objective standard by assigning at least one quantifiable and objective activity to the employee and storing the at least one quantifiable and objective activity in the computer system, wherein the at least one quantifiable and objective activity is designed to enable the employee to at least meet the at least one quantifiable and objective standard and to record success or failure in the computer system, said method comprising the steps of:

(1) identifying and recording in the computer system the job performance which is to be measured and improved;

(2) identifying and recording in the computer system the at least one quantifiable and objective standard which is determined to be at least a partial measure of the job performance;

(3) determining if the employee needs to improve performance of the at least one quantifiable and objective standard by the steps of;

(a) assigning in the computer system a rating scale to the at least one quantifiable and objective standard, wherein the rating scale has at opposite ends an acceptable rating value and an unacceptable rating value, and

(b) utilizing the rating scale to determine where the employee'"'"'s performance stands in relation to the at least one quantifiable and objective standard by assigning and recording in the computer system a rating value;

(4) identifying and assigning the at least one quantifiable and objective activity to the employee if the employee receives at least a partially unacceptable rating relative to the at least one quantifiable and objective standard;

(5) periodically determining whether the employee'"'"'s job performance is improving as determined by an updated rating of the at least one quantifiable and objective standard as recorded in the computer system;

(6) re-evaluating the at least one quantifiable and objective standard whenever the at least one quantifiable and objective standard is not being achieved;

(7) replacing the at least one quantifiable and objective standard with at least one new quantifiable and objective standard which is selected to thereby improve performance in a skill area which is similar to that of the at least one quantifiable and objective standard.

2. The method as defined in claim 1 wherein the method further comprises the step of receiving input from the employee and a supervisor as to what the at least one new quantifiable and objective standard should be.

3. The method as defined in claim 1 wherein the method of identifying the at least one quantifiable and objective standard which is determined to be at least a partial measure of the job performance further comprises the step of receiving input from the employee and a supervisor of the employee.

4. The method as defined in claim 1 wherein the step of identifying and assigning the at least one quantifiable and objective activity to the employee further comprises the step of selecting an activity which can be objectively monitored.

5. The method as defined in claim 4 wherein the method further comprises the step of making the at least one quantifiable and objective activity a discrete activity, the performance of which is counted as a successful result, and the non-performance of which is counted as an unsuccessful result.

6. The method as defined in claim 5 wherein the method further comprises requiring a specific percentage of successful results in performance of the at least one quantifiable and objective activity for the employee to be given a successful completion status for the at least one quantifiable and objective activity.

7. The method as defined in claim 6 wherein the step of periodically determining whether the employee'"'"'s job performance is improving as determined by an updated rating of the at least one quantifiable and objective standard further comprises the step of having a monthly review with the employee and a supervisor.

8. The method as defined in claim 1 wherein the step of assigning a rating scale to the at least one quantifiable and objective standard, wherein the rating scale has at opposite ends an acceptable rating value and an unacceptable rating value, further comprises the step of creating a scale having at least three rating values.

9. The method as defined in claim 8 wherein the step of creating a scale having at least three rating values further comprises the step of assigning the at least three rating values to be:

(1) exceeds the standard, (2) meets the standard, and (3) below the standard.

10. The method as defined in claim 8 wherein the step of creating a scale having at least three rating values further comprises the step of assigning the at least three rating values to be real number values.

11. The method as defined in claim 1 wherein the method further comprises the step of creating a database of objective standards from which the at least one quantifiable and objective standard is selected.

12. The method as defined in claim 1 wherein the method further comprises the step of creating a database in a computer system, wherein the database contains the at least one quantifiable and objective standard and at least one quantifiable and objective activity which is associated with the at least one quantifiable and objective standard, for each employee whose job performance is being monitored.

13. The method as defined in claim 12 wherein the method further comprises the step of limiting a total number quantifiable and objective standards and a total number of quantifiable and objective activities so as not to overwhelm the employee whose job performance is being monitored, or a supervisor over the employee.

14. The method as defined in claim 13 wherein the total number of quantifiable and objective standards is limited to ten.

15. The method as defined in claim 12 wherein the method further comprises the step of implementing a security system to thereby safeguard job performance information.

16. The method as defined in claim 15 wherein the method of implementing the security system further comprises the steps of:

(1) assigning a password to each employee whose job performance is being monitored;

(2) assigning a password to each supervisor; and

(3) requiring the employee'"'"'s password and the supervisor'"'"'s password to view or modify job performance information.

17. The method as defined in claim 12 wherein the method further comprises the step of providing an interface to the database, wherein the interface provides a user with the ability to:

(1) create or change the at least one quantifiable and objective standard and the at least one quantifiable and objective activity for the employee;

(2) evaluate information relative to the at least one quantifiable and objective standard for the employee; and

(3) create a problem-solving worksheet for the employee.

18. The method as defined in claim 17 wherein the step of providing the interface further comprises the step of providing the user with the ability to calculate a performance appraisal summary for the employee.

19. The method as defined in claim 18 wherein the step of calculating a performance appraisal summary for the employee further comprises the step of providing job performance information for a selected employee for a selected period of time.

20. The method as defined in claim 17 wherein the step of providing the interface further comprises the step of providing the user with the ability to obtain an hierarchical organizational chart of all personnel.

21. The method as defined in claim 20 wherein the step of providing the interface further comprises the step of providing the user with the ability to obtain an organization chart of personnel which shows any hierarchical relationships between the personnel.

22. The method as defined in claim 20 wherein the step of providing the interface further comprises the step of providing the user with the ability to:

(1) rearrange departments;

(2) add or delete employees;

(3) view any single department; and

(4) control changes to the database.

23. The method as defined in claim 17 wherein the step of providing the interface to enable the user to create or change the at least one quantifiable and objective standard and the at least one quantifiable and objective activity for the employee further comprises the steps of:

(1) selecting a supervisor;

(2) selecting an employee who is supervised by the supervisor; and

(3) choosing whether to create or change the at least one quantifiable and objective standard, or the at least one quantifiable and objective activity.

24. The method as defined in claim 23 wherein the step of providing the interface further comprises the steps of:

(1) selecting to return to a main menu; and

(2) selecting to save the at least one quantifiable and objective standard and the at least one quantifiable and objective activity.

25. The method as defined in claim 23 wherein the step of choosing whether to create or change the at least one quantifiable and objective standard, or the at least one quantifiable and objective activity further comprises the step of providing an interface with the following options when the user chooses to create or change the at least one quantifiable and objective standard:

(1) view all of the quantifiable and objective standards;

(2) print all of the quantifiable and objective standards;

(3) create a copy of all the quantifiable and objective standards under a name of a different employee; and

(4) save the quantifiable and objective standards and return to a main menu.

26. The method as defined in claim 23 wherein the step of choosing whether to create or change the at least one quantifiable and objective standard, or the at least one quantifiable and objective activity further comprises the step of providing an interface with the following options when the user chooses to create or change the at least one quantifiable and objective activity:

(1) view all the quantifiable and objective activities which are to be accomplished daily;

(2) view all the quantifiable and objective activities which are to be accomplished weekly;

(3) view all the quantifiable and objective activities which are to be accomplished monthly;

(4) print all of the quantifiable and objective activities;

(5) create a copy of all the quantifiable and objective activities under a name of a different employee; and

(6) save the quantifiable and objective standards and return to a main menu.

27. The method as defined in claim 17 wherein the step of providing the interface to enable the user to evaluate information relative to the at least one quantifiable and objective standard for the employee further comprises the steps of:

(1) inputting the quantifiable and objective standards for all employees as obtained from an appropriate source of information;

(2) selecting a supervisor; and

(3) select an employee who is supervised by the supervisor.

28. The method as defined in claim 17 wherein the step of providing the interface to enable the user to create a problem-solving worksheet for the employee further comprises the steps of:

(1) selecting a supervisor;

(2) select an employee who is supervised by the supervisor; and

(3) choosing whether to create a problem-solving worksheet when the employee falls below a minimum rating for the quantifiable and objective standard, or when the employee fails to make progress in the quantifiable and objective activity.

29. The method as defined in claim 28 wherein the step of choosing whether to create the problem-solving worksheet when the employee falls below a minimum rating for the quantifiable and objective standard, or when the employee fails to make progress in the quantifiable and objective activity further comprises the step of providing an interface with the following options when the user chooses to create a problem-solving worksheet when the employee falls below a minimum rating for the quantifiable and objective standard:

(1) identify a problem which needs to be solved and list the problem in the worksheet;

(2) modify the problem in the worksheet which was identified as needing to be solved;

(3) print the worksheet describing the identified problem which needs to be solved; and

(4) save the worksheet showing the identified problem and return to a main menu.

30. The method as defined in claim 28 wherein the step of choosing whether to create the problem-solving worksheet when the employee falls below a minimum rating for the quantifiable and objective standard, or when the employee fails to make progress in the quantifiable and objective activity further comprises the step of providing an interface with the following options when the user chooses to create a problem-solving worksheet when the employee fails to make progress in the quantifiable and objective activity:

(1) identify a problem which needs to be solved and list the problem in the worksheet;

(2) modify the problem in the worksheet which was identified as needing to be solved;

(3) print the worksheet describing the identified problem which needs to be solved; and

(4) save the worksheet showing the identified problem and return to a main menu.

31. A method for utilizing a computer system for measuring and improving an employee'"'"'s job performance through identification and monitoring of at least one standard by assigning at least one activity to the employee, wherein the at least one activity is designed to enable the employee to at least meet the at least one standard, said method comprising the steps of:

(1) identifying and recording the at least one standard in the computer system;

(2) identifying and recording the at least one activity in the computer system; and

(3) periodically determining whether the employee is meeting the standard, and if not, modifying in the computer system the at least one activity in a manner which is believed will enable the employee to meet the standard, or add at least another activity which is believed will enable the employee to meet the standard.