Effectiveness Measurement for Project Managers
It is generally difficult to access project manager’s performance as discussed in a CIO magazine. THey discuss how project managers are sometimes evaluated on soft skills, how well they interact with people, passion for results, ethics, etc. They provide a potential solution…
Start each project manager with a perfect score, 100. for completing a project that meets business objectives.
Then deduct something (like 2 points) for each week a project is late.
Deduct another half point for each defect found in the first 60 days.
And deduct another for each feature originally promised that was not delivered.
I think this is an excellent example of applying effectiveness metrics, ones that measure what we are doing that we shouldn’t be doing and what we are not doing that we should be doing into a clear definition of performance.
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Perhaps points off for negative feedback from clients, peers and subordinates would add some measure of the soft skills. While there may be a strong correlation between good behavioral skills and delivering quality results on time, on budget there are PMs who get the job done at the expense of the people involved and this has a negative impact on the organization going forward.
I am speaking on estimating at a project management conference and would like to know What you think the barriers are to adopting estimating methodology and tools? How many of your clients fail to make use of the tools because their processes and politics keep them from it?