Agreement And Performance

When setting performance expectations, the overall goal is to reach an agreement that supports your organization`s strategy. For individual performance goals, the goal is a real and measurable improvement, so that the person is able to move the business forward. The reform of the Labour Code 2017 (ordinance 2017-1385 of 22 September 2017 and law of 29 March 2018) introduced a new type of collective enterprise agreement. This instrument has been in effect since 1 January 2018. It covers all private enterprises, regardless of size, and replaces previous internal mobility agreements and employment maintenance agreements. Each agency uses performance agreements to define accountability for certain organizational objectives and to help its leaders bring their day-to-day operations in line with the Agency`s objectives. Performance agreements such as performance evaluation plans define individual employees` performance expectations and set results-based goals. When the Agency adapts executive performance agreements to its objectives, leaders can better understand the relationship between their organization`s day-to-day operations and the achievement of the Agency`s objectives. Performance chords are one-way. If you simply decide what the person is going to do, you may be disappointed with the result. If the objectives are agreed upon, you are more likely to see progress.

Take the time to develop goals together and be prepared to discuss the “why” in detail. It is a common process — both parties have to agree to make it work. This new instrument has been adopted to address the low effectiveness of existing specific collective agreements, the maintenance of employment and internal mobility. The general idea is to promote internal flexibility measures in order to preserve employment. Since its entry into force, the instrument has been considered a success: on 1 June 2019, the government declared that 170 agreements had been signed, which is much higher than the types of agreements that have been replaced. An analysis of the agreements signed until the end of March 2019 was carried out by a consulting firm covering some 60 contracts. He first noticed that the rate of signatures was accelerating: 60% of collective agreements were signed in 2019, compared with 38% in 2018.

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