Performance and Monitoring Indicators

Employing monitoring indicators from day one will help track the performance of a new service and keep future investments and time focused on better and better results. Too many performance and monitoring systems come later in a service’s development, after inefficient processes, forms and work habits have become entrenched. Administrative data systems should be constructed to monitor the efficiency and effectiveness of the service, its local offices and their processes, including measurement of number of personnel attending clients, and number/type of clients. These systems can be expanded in Stage 2 to invest in more high-cost/high-yield tools once the basic model is consolidated. Particularly in Stage 1, keeping it simple enhances the ability of staff to see what works where quickly and minimizes bureaucratic burdens until the service is ready for a more extensive monitoring and evaluation framework that includes impact evaluations and cost-benefit analysis. These straightforward indicators include:

Stage 1: Performance Indicators

  • • Jobs listed: Number (and increase) in job vacancies registered.
  • • Placement rates: Percentage (as well as increase) in labor market insertion (job seekers in new employment supported by the employment service). Placement rates should be monitored by gender, ethnicity, education and income level as relevant to ascertain whether greater attention is needed for certain groups.4
  • • Quality of job attained: Salary5 of new job compared to previous one or compared to a standard wage for new entrants.

Stage 1: Monitoring Indicators are used to inform and track performance, and can include:

  • • Number (or increase) in job seekers registered, to detect patterns and insure that registering job seekers is not outpacing job vacancy registration;
  • • Range of job vacancies registered (particularly higher-income and by sectors);
  • • Method used to register job vacancies (in person, on the phone, at job fairs) to help determine which are the most effective local methods to gain vacancies;
  • • Clients served per counselor.6

Stage 1: Evaluation Types

  • • Process evaluations;
  • • Administrative and systems evaluations, including comparing performance between regional offices or to national standards;
  • • Impact evaluations are feasible in early stages only in rare cases; typically impact evaluations for training programs run by core employment services can establish viable control groups in Stage 1.7
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