Key accountabilities are broad areas of a job for which the employee is responsible for producing results. Results also need to include specific objectives that the employee will achieve as part of each accountability. Objectives are statements of important and measurable outcomes.

Discussing results also means discussing performance standards. A performance standard is a yardstick used to evaluate how well employees have achieved each objective. Organizations that implement a management by objectives (MBO) philosophy are likely to implement results-based performance management systems that include objectives and standards. An emphasis on objectives and standards is likely to allow employees to translate organizational goals into individual goals, which is a key purpose of MBO philosophies.

The first step in determining accountabilities is to collect information about the job. The primary source is, of course, the job description that has resulted from the work analysis and a consideration of unit-and organization-level strategic priorities. The job description provides information on the tasks performed. After the accountabilities have been identified, we need to determine their relative degree of importance.

Objectives are statements of an important and measurable outcome that, when accomplished, will help ensure success for the accountability. The purpose of establishing objectives is to identify a limited number of highly important results that, when achieved, will have a dramatic impact on the overall success of the organization. After objectives are set, employees should receive feedback on their progress toward attaining the objective. Also, rewards should be allocated to those employees who have reached their objectives.