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FORM A DEPARTMENT PERFORMANCE TARGETS DEPARTMENT: POLYTECHNIC UNIVERSITY OF THE PHILIPPINES DEPARTMENT FY 2013 ACTUAL ACCOMPLISHMENT (2) DEPARTMENT FY 2014 TARGET (3) RESPONSIBLE BUREAUS/ OFFICES

How to fill out department performance targets

How to fill out department performance targets:

1. Start by identifying the main goals and objectives for your department. What are the key results or metrics that indicate success?
2. Break down these goals into specific, measurable targets. For example, if your goal is to increase customer satisfaction, a target could be to achieve a satisfaction rating of 90% or higher.
3. Determine the time period for these targets. Are they annual, quarterly, or monthly? This will help provide a timeline for tracking progress and making adjustments if needed.
4. Assign responsibility and accountability for each target. Make sure there is clarity on who is responsible for achieving the target and who will be held accountable if it is not met.
5. Consider the resources and tools needed to achieve these targets. Are there any additional training, technology, or support required? Ensure that the necessary resources are provided to set your department up for success.
6. Communicate the targets to your team. Take the time to explain the purpose, importance, and rationale behind each target. This will help your team understand why they are important and motivate them to achieve them.
7. Regularly track and monitor progress towards these targets. Use performance management systems or tools to regularly review and analyze data to see how your department is performing. This will allow you to make adjustments or take corrective actions if necessary.

Who needs department performance targets:

1. Managers and supervisors: Department performance targets provide a clear roadmap and framework for managers and supervisors to guide their team's efforts and assess their performance. It helps them track progress, make informed decisions, and identify areas for improvement.
2. Employees: Department performance targets give employees a clear understanding of what is expected of them and what they need to achieve. It helps them align their efforts with the overall goals of the department and provides motivation and focus.
3. Executives and stakeholders: Department performance targets allow executives and stakeholders to evaluate and assess the overall performance of the department. It helps them make strategic decisions, allocate resources, and measure the department's contribution towards the organization's goals.

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What is department performance targets?

Department performance targets are specific goals and objectives set by a department to measure and improve its overall performance.

Who is required to file department performance targets?

Department heads or supervisors are typically required to file department performance targets.

How to fill out department performance targets?

Department performance targets can be filled out by outlining specific goals, milestones, action plans, and timelines for achievement.

What is the purpose of department performance targets?

The purpose of department performance targets is to provide a clear direction, measure progress, and improve overall performance.

What information must be reported on department performance targets?

Department performance targets typically include key performance indicators, metrics, and strategies for achieving goals.