Organisation Chart,
Key Result Areas and Annual Performance Review
Based on the vision, mission and sustainable programmes, every
NGO must have a clear organisation chart. This chart needs to be
displayed on the organisation notice board.
Typical organisation chart should share designation for each person
on the chart and the relationship or reporting structure for all
the people on the chart.
For each person on the organisation chart, the NGO must define
Key Result Areas (in simple words, this would mean what is the exact
job content for each person), based on which the person would be
evaluated at the end of the financial year for increments or otherwise.
These key result areas need to be shared with the employee in her
/ his appointement letter.
The organisation must have a growth plan for each employee on the
organisation chart and based on the current skill sets and the growth
plan, each individual must go through capacity building or skill
building programmes during the financial year. At the end of the
financial year, each person must go through performance review with
her / his immediate
supervisor, and in case of senior positions, through a defined system.
The annual performance review must be done in a defined format,
which is known to the employee before hand. This review should cover
the following
- disciplinary or behavioural issues during job, if any.
- representation of the NGO with stakeholders (e.g. how a programme
manager interacts with community or
with donors or volunteers...)
- expectations from the job as defined in Key Result Areas and achievements
- training requirements for the next year
- inputs from the employee to better the efficiency of the organisation
or her / his department.
It is important to note that the performance evaluation must focus
on individual employee based on the KRAs given to her / him and
should not compare with other employees at the same position. In
case any other employee performs far better than her / his colleagues,
there are ways to reward their performance, but their performance
should not affect the performance evaluation of others, simply because
the NGO management is
setting the expectations from the employees at the beginning of
the year through KRAs and the fair way to evaluation is the stick
to these standards.
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