Key Performance Indicators

KPIs

IF you are not creating skill standards, but instead are using the BILT model for a single college or single district, the follow up SME meeting is not needed.

• Performance criteria answer the question, "How do we know when a task is performed well?"
• KPIs are associated with specific groupings of tasks.
• They are employers' definition of the key desired outcomes of the task and the qualities of those outcomes.
• The aspects of work that are critical to competent performance such as work procedures, safety, organization, etc. are usually included. 

How to Develop KPIs

• Review the tasks and associated knowledge and skills related to the grouping you are working with.
• Identify existing skill standards with KPIs and find tasks that are similar to the ones you are working with.
• In collaboration with one or two SMEs:
  • Adopt or adapt KPIs associated with the tasks that you find
  • List them with the task grouping
• Review for redundancy and completeness. 

Characteristics of KPIs

• Key performance indicators:
  • Should be concrete
  • Should be observable
• Avoid writing key performance indicators that are merely instructions for carrying out an activity.
• The total set of key performance indicators associated with a given task should be comprehensive.

Considerations of KPIs

• Do the performance indicators accurately depict how you would know if this function and activities were performed well?
• Is the language used in the performance indicators appropriate and understandable? 
• Are there any aspects of fully competent performance that are missing?
• Is the language in the performance indicators clear?  

Employer Validation

• Have your employers validated the KPIs? 
• Use the same ranking as the KSA voting (the 4, 3, 2, 1 voting).
• Allow employers the opportunity to modify, delete, or add.