To think a performance plan cannot be based on qualitative measures?

[Lilsc]

I believe my manager put me on a plan to cover his own back but regardless he’s put me on a performance plan.

Some of the measures are qualitative though which I believe is unfair. One of my objectives is to book my meetings with stakeholders, but there’s no number provided.

So I could book in 20/30+ extra meetings within the month and it’s based on his opinion whether that’s enough. Surely that can’t be right.

I agree and I challenged mine on the basis that none of the requirements could be measured. The look on my bosses face alone was worth millions - especially when the HR woman agreed and made her go and rewrite it all.

How long have you worked there? I managed to get half a year's salary as a pay off in the end as it was clear they just wanted rid of me. Got rid of the next two incumbents, too although they didn't have to pay them. Time to look for a new job I reckon, sadly.

They should be 'SMART' objectives, i.e. measurable. I would ask for another meeting specifically stating how your objectives are to be measured.

In the example you've given, it's hard to say what a fair expectation is without knowing details of your role.

If these are just check-in type meetings with your stakeholders, frequency would be more important than number - e.g. 'have check-in once a week with each stakeholder.'