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.

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.