Meeting Production Quotas

• Effective employee management sets reasonable production quotas for work. The employee must be aware of substandard, adequate and superior performance levels for the specific job and understand the consequences for failure to meet the quotas. Production quotes provide an easy and objective job measurement.
  
  

Attendance and Punctuality

• Absenteeism and tardiness cost businesses money and lost business. An objective measurement for both include setting work hours and requiring hourly employees to use a time card to register time at work for the day. Non-exempt staff at the University of California, San Diego, for example, complete reporting records for regular work days, leave accruals, days absent due to illness, vacation leave, sick leave, extended sick leave and holidays. Records must also include military leave, jury duty and time taken off work to vote. Similar accounting offers an objective method to account for work done during the day and throughout the year.
  
  

Appropriate Personal Appearance

• Offices with a stated dress code or uniform standards have an additional method to assess staff using objective measurements. Failure to wear a uniform, neglecting washing or ironing the uniform or failing to meet standards related to wearing jewelry or exposing body tattoos provide a visible objective measurement of work practices. Workplaces without uniforms may still have guidelines for appropriate clothing to wear in the workplace. For example, the business may ban employees from wearing flip flops, sandals or shorts.
  
  

Timeliness and Meeting Due Dates

• Timeliness deals with completing work duties on time and not with the actual attendance or punctuality of a staff member. Meeting due dates for individual contributions to projects or for individual work assignments provides another objective measure to assess a worker. The U.S. Army uses a formal set of performance indicators divided by band and level so both employee and supervisor understand a set of clear and objective standards to evaluate the staff member's ability to meet deadlines.
  
  

Accuracy

• While some measures of accuracy meet only subjective guidelines, many jobs incorporate specific standards and guidelines measured for errors. A measurement of the rate of errors provides another specific objective measure of job performance, according to Arizona State Department of Administration Human Resources Division. Even when the work standards state only subjective measures, once an employee receives notification to follow a set standard, noting repeated errors or omissions also provides objective measurement methods for management and supervisors.