District Administrator

Title: District Administrator (WORD version ) (Customer diagram)

Industry: Insurance

Function: Administration

Value-Added Results/Weights Performance Standards

Sales and production support (40%)
• Supplies to Sales
• No more than 5 to 8 schedule deadlines/year missed due to late
• Contract check-in and data prep costs are equal to 0.8%—1.2% of gross sales.supplies.

• (Shared with sales, contract checking, and data entry.) 0.5%—1.5% of calls to Customer Service are due to inaccurate information in paid listings/ads.

• Expense reimbursements • No expense reports approved with items outside the guidelines.
• All checks returned to employees within 1 week of submission.

• Paid employees • All mailed by Thursday (except holidays).

• Paid bills • All bills paid within 21 days of receipt.
• All discounts for prompt payments taken.

• Secretarial support • No more than 1 complaint/week from Sales or Production due to quality or timeliness problems.

• Vendor goods and services • All jobs given to the lowest of 2—3 bids.
• No plant system breakdown causing more than 2 hours of total business shutdown.

• Exceeds = no breakdown occurs twice.

• No more than $500/year spent for redoing work.

• Compliance with government regulations • No fines or penalties for lateness.

• HR support
• Policy interpretations

• Processed insurance claims

• Processed worker comp claims

• Collected Affirmative Action/Equal Employment Opportunity (AA/EEO) information
• No complaints from receiving departments due to late reports or data.

Purchased and maintained equipment (15%) • All equipment is obtained within 1— 4 weeks of request.
• Periodic maintenance is done on schedule.

• Exceeds = Maintenance costs are below budget.

• Price of equipment is the lowest of at least 2 quotes that meets quality standards.

Maintained facilities (5%) • All written warnings handled without fine.
• Exceeds = No verbal or written warnings from landlord or city government concerning noncompliance with lease contract terms or city government ordinances and codes.

• No more than two hours work interruption/year due to facilities problem.

Information provided to headquarters (5%)
• HR information

• Traffic information

• Property records

• Reports weekly on problems.

• Meets agreed-upon deadlines for special requests.

• Exceeds = Volunteers additional pertinent and useful information beyond the standard reports.

Productive and motivated subordinates (20%)
• Hired employees

• Trained employees
• Employees are meeting their performance standards.
• All critical jobs have backup employees trained.

• Exceeds = A replacement candidate is ready to take over the office manager position.

• No employee performance problems due to lack of skills or knowledge.

• Exceeds = Supervisor is satisfied that good development plans exist for all high performers, that corrective action plans exist for all low performers and that progress is being made on these plans.

• Functioning appraisal system
• Performance standards

• Interim reviews

• Final reviews

• Rewarded employees
Supervisor is satisfied that:
• All employees have written performance standards.

• All employees know how they’re doing compared with their standards.

• All employees receive at least 1 interim review/year.

• All employees receive an annual written performance appraisal.

• The quality of the reward and recognition system is acceptable:

• Specific programs are in place.

• Evidence of using the programs is available.

• Employees report that their efforts are recognized and appreciated.

• Merit salary increases are differentiated based on performance (spread of increases 0%—10%).

• Employees surveyed say:

• They understand the company’s direction, department goals and their role in achieving these goals.

• They understand specifically what their supervisor expects of them.

• They understand how well they are performing and where they need to improve.

• Their performance appraisal accurately reflects their performance.

• They have the necessary tools and facilities to accomplish their work. Where they do not have what they need, they understand why.

• They have the skills and knowledge they need to do their jobs, or a plan to obtain them.

• Their good performances are acknowledged and appreciated.

Informed division management (15%)
• Budgets

• Reports

• Employee problems

• Reports weekly on problems.

• Meets agreed-upon deadlines for special requests.

• Exceeds = Volunteers additional pertinent and useful information beyond the standard reports.

Customer Diagram: District Administrator

Value-Added Results/Weights	Performance Standards
Sales and production support (40%) • Supplies to Sales	• No more than 5 to 8 schedule deadlines/year missed due to late • Contract check-in and data prep costs are equal to 0.8%—1.2% of gross sales.supplies. • (Shared with sales, contract checking, and data entry.) 0.5%—1.5% of calls to Customer Service are due to inaccurate information in paid listings/ads.
• Expense reimbursements	• No expense reports approved with items outside the guidelines. • All checks returned to employees within 1 week of submission.
• Paid employees	• All mailed by Thursday (except holidays).
• Paid bills	• All bills paid within 21 days of receipt. • All discounts for prompt payments taken.
• Secretarial support	• No more than 1 complaint/week from Sales or Production due to quality or timeliness problems.
• Vendor goods and services	• All jobs given to the lowest of 2—3 bids. • No plant system breakdown causing more than 2 hours of total business shutdown. • Exceeds = no breakdown occurs twice. • No more than $500/year spent for redoing work.
• Compliance with government regulations	• No fines or penalties for lateness.
• HR support • Policy interpretations • Processed insurance claims • Processed worker comp claims • Collected Affirmative Action/Equal Employment Opportunity (AA/EEO) information	• No complaints from receiving departments due to late reports or data.
Purchased and maintained equipment (15%)	• All equipment is obtained within 1— 4 weeks of request. • Periodic maintenance is done on schedule. • Exceeds = Maintenance costs are below budget. • Price of equipment is the lowest of at least 2 quotes that meets quality standards.
Maintained facilities (5%)	• All written warnings handled without fine. • Exceeds = No verbal or written warnings from landlord or city government concerning noncompliance with lease contract terms or city government ordinances and codes. • No more than two hours work interruption/year due to facilities problem.
Information provided to headquarters (5%) • HR information • Traffic information • Property records	• Reports weekly on problems. • Meets agreed-upon deadlines for special requests. • Exceeds = Volunteers additional pertinent and useful information beyond the standard reports.
Productive and motivated subordinates (20%) • Hired employees • Trained employees	• Employees are meeting their performance standards. • All critical jobs have backup employees trained. • Exceeds = A replacement candidate is ready to take over the office manager position. • No employee performance problems due to lack of skills or knowledge. • Exceeds = Supervisor is satisfied that good development plans exist for all high performers, that corrective action plans exist for all low performers and that progress is being made on these plans.
• Functioning appraisal system • Performance standards • Interim reviews • Final reviews • Rewarded employees	Supervisor is satisfied that: • All employees have written performance standards. • All employees know how they’re doing compared with their standards. • All employees receive at least 1 interim review/year. • All employees receive an annual written performance appraisal. • The quality of the reward and recognition system is acceptable: • Specific programs are in place. • Evidence of using the programs is available. • Employees report that their efforts are recognized and appreciated. • Merit salary increases are differentiated based on performance (spread of increases 0%—10%). • Employees surveyed say: • They understand the company’s direction, department goals and their role in achieving these goals. • They understand specifically what their supervisor expects of them. • They understand how well they are performing and where they need to improve. • Their performance appraisal accurately reflects their performance. • They have the necessary tools and facilities to accomplish their work. Where they do not have what they need, they understand why. • They have the skills and knowledge they need to do their jobs, or a plan to obtain them. • Their good performances are acknowledged and appreciated.
Informed division management (15%) • Budgets • Reports • Employee problems	• Reports weekly on problems. • Meets agreed-upon deadlines for special requests. • Exceeds = Volunteers additional pertinent and useful information beyond the standard reports.