Behavioral
Pathway Systems has established a Strategy-Based Performance
Management model that is based on six guiding principles.
This model is used with organizations wishing to evaluate
or re-design their performance measurement and performance
management practices. A key component of this model is the
creation of a dynamic performance dashboard. The six guiding
principles are as follow:
1.
Ask the Right Questions
An organization must ask the right questions
in establishing or modifying a performance measurement system.
Knowing what questions to ask entails careful consideration of
the organization’s vision, mission, values, and current
key priorities. Those often-elusive factors must be translated
into concrete inquiries that speak to the aims and objectives
of the organization. The answers to the right questions will
tell you if your organization is achieving its strategic vision
and addressing key priorities.
• Is your organization asking the right questions in its performance management
system? Complete the free BPS Performance
Management Inventory for help with that question.
2.
Use the Right Tools
The right tools must be selected
to provide the information necessary for effective performance
management. Yet, there are thousands of quality indicators, published
tests, inventories, tools, surveys, and other methods available
for assessing performance. The right tools are those that provide
the information desired, at an affordable cost, with an acceptable
degree of effort involved on the part of personnel and those served.
Behavioral Pathway Systems subscribes to a model of integrating performance
measurement into the treatment process. This naturalistic approach seeks, as
a first step, to identify metrics already in place within the organization
that can be employed more formally in the measurement of outcomes. Using these
indices minimizes effort and cost while maximizing familiarity with the measures.
• Is your organization using the right tools in its performance management
system? Complete the free BPS Performance
Management Inventory for help with that question.
3.
Conduct the Right Analysis
Data must be collated and analyzed
in some manner in order to be of value. Various types of analyses
can be carried out, from basic hand-tallies to sophisticated reports
generated by the information system. The value of data is not necessarily
correlated with its degree of sophistication. However, computer-generated
data that can be “sliced and diced” in flexible ways
is the preferred state. Also, for data to provide meaningful information
about organizational performance, comparative benchmark data should
be available.
• Is your organization conducting the right analysis in its performance management system? Complete the free
BPS Performance Management Inventory for
help with that question.
4.
Generate the Right Reports
Data needs to be presented in a fashion that
is well-organized, clear, and integrated. Reports should not
be overly technical, and present a good balance of narrative
and tabular information. Reports should be detailed enough
to answer all reasonable questions and yet not so lengthy that
the reader is buried in data. A performance dashboard is an
essential tool in effectively managing organizational performance.
• Is your organization preparing the right reports in its performance management
system? Complete the free BPS Performance
Management Inventory for help with
that question.
5.
Involve the Right People
Effective management of organizational
performance is not a task that can be restricted to leadership.
Ongoing performance improvement is a system-wide endeavor that
requires active support and involvement at all levels. Yet not
all personnel should participate in the same way. Various roles
in the organization call for different roles in the performance
management process
• Is your organization informing the right people of its performance management
outcomes? Complete the free BPS performance management Inventory for help with that question.
6.
Make the Right Changes
Change is the ultimate litmus test of any performance management system. A properly conceived and
implemented performance management system will produce data that naturally
leads to substantive and
meaningful organizational change.
• Is your organization making the right changes as a result of its performance management outcomes? Complete
the free BPS Performance Management
Inventory for help with that question.
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Behavioral Pathway Systems uses these six guiding principles in its efforts to
help organizations establish
meaningful performance management and management systems. BPS draws
upon your written organizational objectives, surveys with staff,
and input from stakeholders to assist you to create a system that
reflects the
principles described above. Contact us if you would like to discuss
how BPS can help you establish or re-design
your performance management system. |
