What To Do With Smelly Toilet?

The Measurement and Evaluation of the Performance Plan

MEASURE: DOES THE DETERMINATION OF THE EXTENT, THAT 'THE RELATIONSHIP BETWEEN ONE AND ANOTHER UNIFORM SIZE, CHOICE OF UNITY convention as,' AND 'COMPARED TO SOME ITEMS AND CONSIDER

OBJECTIVE: Assign a value to MEAN SOMETHING THAT IS TO SAY THAT IS BASED ON THE MEASUREMENTS THAT CONTAIN ELEMENTS OF ASSESSMENT AND ASSESSMENT

SO MEAN TO MEASURE THE PERFORMANCE:

• Setting objectives • Establish

sizes, ie the indicators that are faithful mirror of the same

• Systematically

the value of the indicators and evaluating the performance WANT TO SAY:

• What contribution has affected the level of achievement of the objectives of the organization.

One fundamental and indispensable step is to measure how the evaluation is the definition of objectives and the distinction between what the strategy is OPERATIONAL

The strategic objectives identified in a synthetic way, the final effect that we intend to produce in terms of change in the "social need" and the general approach the specific activities that can be put in place to achieve it.

are defined in accordance with the policy priorities identified and belong to one of four strategic areas within which the action takes place by the Administration.

The strategic objectives have generally lasts three years, consistent with the financial programming contained in the budget.

strategic objectives under Article. 5 of Legislative Decree No 150/2009, must be: •

important and relevant to the needs of the community, the institutional mission, priorities, policies and management strategies;

• specific and measurable in concrete terms and clear;
•
enough to cause a significant improvement in the quality of services and interventions;

• related to a given time frame;

• commensurate with the references from standards defined at national and international, as well as comparisons with government counterparts;

• comparable with the trend in productivity of the administration with reference, where possible, at least three years;

• related to the quantity and quality of resources available .

Achievement has the strategic objective as a necessary, but not always sufficient, the effective implementation of planned activities or, in other words, the achievement of operational objectives.

operational objectives are the objectives of administrative action relating to the annual cycle of budget and resources allocated to the centers of administrative responsibility.

operational objectives represent specific strategic objectives and are therefore functional to achieve them.

Generally, for each three-year strategic objective identified three operational objectives, one for each year, which define the actions planned by in three years.

Each operational objective is subsequently declined by the heads of the centers of administrative responsibility in the operational programs, which represent the means of achieving operational objectives.

New Arrow Rests For 2010

The Performance Plan is the tool that initiates the "cycle of performance management" (Article 4 of Legislative Decree no. 150/2009).

E 'three-year planning document that, in line with the resources allocated are set out objectives, indicators and targets, the plan therefore defines the basic elements (goals, indicators and targets) that will build and then measuring , evaluation and reporting of performance.

According to art. 10, paragraph 1, of Legislative Decree no. 150/2009, the plan should be drafted with the aim of ensuring the quality, comprehensiveness and reliability of documents representation of performance, we must not forget that the same will be published on website of the City and should be easy to read and understanding by citizens (Article 11, paragraph 3 of Legislative Decree no. 150/2009).

Penalties:

The Plan is therefore an essential tool for the proper implementation of performance management cycle, which is why the Legislative Decree no. 150/2009 provides in the event of failure or non-annual update relevant sanctions at both the administration as a whole and private individuals, in particular the ban is expected to result in payment of the salaries of managers who appear to have contributed to the failure, by omission or inaction in fulfilling their duties, and the prohibition for administration to recruit employees or to the provision of consulting assignments or collaboration, however denominated (Article 10, paragraph 5, Legislative Decree no. 150/2009).

's still under discussion whether these sanctions are also applicable to local authorities and we are awaiting an official pronouncement on the issue.

Content:

accordance with art. 10, paragraph 1, of Legislative Decree no. 150/2009, in the Performance Plan must include:

1. and addresses the strategic and operational objectives;

2. indicators for measuring and evaluating the performance of the administration;

3. the objectives assigned to management personnel and the related indicators.

resolution No. 112/2010 the CIVITATE provides detailed operating instructions on the process, structure and content of the Performance Plan.

Reaffirming that the signs of CIVITATE are guidelines for local governments, as also stressed by the same CIVITATE and guidelines on a cycle of Anci di gestione delle performance, si evidenzia che gli enti locali possono utilizzare, oltre al Piano delle performance come da delibera CiVIT n. 112/2010, anche uno dei seguenti strumenti di programmazione già esistenti per dare avvio al ciclo di gestione della performance:

• il Piano Esecutivo di Gestione (P.E.G.) e/o Piano Dettagliato degli Obiettivi (P.D.O.);

• la Relazione Previsionale e Programmatica (R.P.P.).

Lo strumento prescelto dovrà essere però adattato a Piano delle Performance sulla base dei principi espressi dal D.Lgs. n. 150/2009, effettuando le seguenti modifiche/integrazioni:

• dovrà essere un documento programmatico triennale;

• in line with the resources allocated should be made explicit objectives, indicators and related targets;

• must be defined the basic elements on which to base the measurement, evaluation and reporting of performance;

• will enable the internal audit and external quality assurance system of goals and consistency that must characterize the same purpose;

• should be easy to understand (NB: remember that the same shall be published on the website to comply with the principle of institutional transparency to citizens), so the bond must be explained that there between the needs of users / citizens, the institutional mission, priorities, policies, strategies, objectives and indicators of the institution;
•
will also enable verification of the correct approach is an evaluation of the planning process (principles, phases, time, subjects) and its findings (targets, indicators, targets).

As explained in the guidelines of a hip in the field of performance management cycle, whatever the choice made by each local authority, should be included in the Plan in the following premise:

Summary of information of interest for citizens and for external stakeholders:

about us

... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ..

what we do (areas of intervention, its activities and desired outcomes of interest for external recipients)

... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ....

how we

... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

Identity:
administration "in figures;

... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ....

Context analysis:

analysis of the external environment ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...

analysis of the internal ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ..

addition to the above, the following is the specific content of the document which starts the cycle management performance, as indicated Anci, depending on the choice made by individual institutions:

⇒ if the Authority decides to use the Forecasting and Planning Report:

a. strategic objectives (purpose);

b. operational objectives;

c. process and measures to improve the performance management cycle: •

phases, subjects and times of the process of drafting the Plan;

• consistency with the economic and financial planning and budgetary

• actions to improve the cycle performance management;

d. detection for the consolidation of public finances;

e. final considerations on the consistency of the programs according to regional development plans, sector plans and regional planning acts of the Region;

f. technical annexes (for content, please refer to the "working papers for the preparation of technical annexes" CIVITATE annexed to resolution No 112/2010).

⇒ If the Authority decides to use the Executive Management Plan / Detailed Plan objectives:

a) Strategic Objectives

• definition of the strategy arising from the integration of the broad political objectives and administrative

• identification of strategic objectives which result and related indicators and targets

b) Operational objectives

• graduation resource entry into chapters

• tiered services in cost centers

• graduation interventions in chapters

• clear links with the PDO

c) The process and measures to improve the performance management cycle: •

phases, subjects and times of the process of drafting the Plan

• consistency with the economic and financial programming and budget

• actions to improve the cycle Performance Management

d) Technical annexes (for Content rimanda alle “Carte di lavoro per la redazione degli allegati tecnici” allegate alla delibera CiVIT n. 112/2010).

⇒ se l’Ente decide di utilizzare il Piano delle Performance come da delibera CiVIT n. 112/2010:

a) Obiettivi strategici

b) Obiettivi operativi

c) Processo e azioni di miglioramento del Ciclo di gestione della performance:

• fasi, soggetti e tempi del processo di redazione del Piano

• coerenza con la programmazione economico-finanziaria e di bilancio

• azioni per il miglioramento del Ciclo di gestione della performance

d) Allegati tecnici (per il contenuto si rimanda alle “Carte di lavoro per la redazione degli allegati tecnici” allegate alla delibera CiVIT n. 112/2010).

Tempi di approvazione del Piano della performance:

con delibera n. 121/2010 la CiVIT ribadisce la necessità che vi sia uno stretto collegamento tra l’approvazione del bilancio e la predisposizione del Piano delle performance; pertanto, il termine del 31/01 per l’approvazione del Piano delle Performance non è tassativo per gli enti locali: tale strumento dovrà essere approvato unitamente al bilancio di previsione, che, ai sensi di legge, potrà avvenire anche successivamente a tale data.

Lo stesso potrà anche essere approvato unitamente al Piano Esecutivo di Management (PEG) in those institutions using this programming tool.

As regards methodology and fields of measurement and evaluation of organizational performance (Article 8 of Legislative Decree no. 150/2009) and the pattern of indicators to be used, please refer to our Circular Staff explained in the December 17 2010 on the measurement system and performance appraisal.