Zielvereinbartes

Zielvereinbartes is not a standard noun in German; the term most commonly used in management and administration is Zielvereinbarung, or goal agreement. It denotes the practice or the outcome of establishing mutually agreed targets between parties, typically an employer and an employee, but also applicable in public institutions, schools, or nonprofit organizations.

The concept stems from Management by Objectives (MBO), which emphasizes setting clear, measurable goals aligned with overarching strategy. A Zielvereinbarung usually specifies objectives, indicators or key results, a time frame, responsibilities, required resources, and how performance will be evaluated. It often includes consequences or rewards and a plan for review and adjustment.

The process generally involves a goal-setting meeting, drafting and agreeing on the Zielvereinbarung, and formalizing it in writing. Regular follow-ups—quarterly or semi-annually—allow for progress checks, feedback, and potential recalibration in response to changing conditions or new information.

Applications are widespread: in the private sector to improve productivity and accountability; in the public sector for aligning services with policy aims; in education and healthcare to enhance outcomes and resource use. Proponents argue that Zielvereinbarungen increase clarity, motivation, and transparency, while critics warn of overemphasis on measurable targets, potential gaming of metrics, and administrative burden.

In German-speaking regions, Zielvereinbarungen are commonly used in personnel management and in the civil service, sometimes linked to evaluation or compensation mechanisms. For clarity, the preferred term remains Zielvereinbarung; Zielvereinbartes is a rarely used form and may appear as a descriptive adjective in some texts. See also Zielvereinbarung, Management by Objectives.