in
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First, My apologies as I orignally posted in the wrong forum....
My COO has asked me to rank the field staff we have within a specific region given recent loss of business. Obviously we are looking to downsize but not having been through this process before, I would like to know what format and agenda others use to determine one's ranking.
I work within the mobile medical arena thus this isn't your typical sales where you can look at one's production or metrics to see who are your top performers.
Any insight is greatly appreciated,
Dan
Ranking staff
Dan, what performance metrics do you use? It seems to me that most industry has something that is measurable that can be used in this situation. How do you measure quality of care? Can it be quantified? Billable hours? Efficiency measures? Reliability, timeliness, willingness to come in unexpectedly?
Another way to consider...if you could create an ideal set of criteria for someone in this position, what would they be? How do your existing employees rate against that criteria?
Ranking staff
Using your suggestions, the only items that come to mind is reliability, timeliness, willingness to come in unexpectedly would make the grade. We utilize patient surveys to help separate some of field staff when comparing patient care.
That is why I was hoping someone else has already gone through the process and could present what criteria they've used so I might consider how I shape it into what would work within our profession.
Dan
Ranking staff
Downsizing isn't just about keeping the top performers. If you have jobs that are differentiated / specialists in one area or another, then you need to consider the composition of the downsized organization. You need the best performers for each role, not the best overall.
Is this the situation here?
You also need to consider the retention issues post-layoffs. M&M have a great cast set on "compassionate layoffs" that is absolutely appropriate here. I'd add that considerations of who is likely to leave on their own might inform your rankings (you'd know this from your one-on-ones).
John
Re: Ranking staff
[quote="deblin"]I work within the mobile medical arena thus this isn't your typical sales where you can look at one's production or metrics to see who are your top performers. [/quote]
I'm not understanding that statement. What makes your sales organization different?
If sales drives your company's performance, why isn't the primary ranking method the profitability of the sales delivered? Determine how profitable each customer is, assign a full or weighted score as to who delivered the sale and then add the numbers. Your best salesmen are the people who deliver the most profitable results.
There are additional factors that can influence this, but that's why you're being asked to rank people rather than to just generate a list.
Brian