Often, the person who develops the performance measures is not the same person who will be collecting and reporting data on the measures. Thus an important aspect of creating performance measures is to ensure that these measures include adequate definitions and descriptions, and are directly related to the objectives (if an outcome measure) or activity (if a process measure). A description provides information on how the elements of a measure should be interpreted.
It is important to distinguish a performance measure from an objective. Common elements of an objective include: 1) direction of desired change (e.g., increase or decrease), 2) timeframe for accomplishment, and 3) target (i.e., the amount of desired change) Note that depending on the nature of the objective, it may or may not include a target.
A performance measure should include: clear information including definitions of key terms, baseline data (status before program implementation), as well as when and how to report the data. If a calculation is necessary, instructions and examples should be provided.
Below are two links to examples of performance measures: