A Practical Approach To Performance Measurement Framework Implementation
A successful Performance Measurement Framework depends on a practical, structured approach. A Performance Measurement Framework will only provide value to the Public Sector manager if:
It is designed to reflect the priorities of the organization;
Managers and staff at all levels involved have an understanding of performance measurement language, concepts, and expected benefits, as they apply to your organization
Measures are chosen that accurately assess performance expectations and results;
Performance data can be reliably and efficiently collected;
The Framework and it's components are tested to ensure correctness,completeness,and coherency;
And (most importantly) there is a solid implementation plan to embed Performance Measurement in the management practice of the organization
This Is What We KNOW Works . . .
Over the last decade or so, PRS and our associates have designed and implemented Performance Measurement Frameworks for Public Sector organizations at the federal, provincial, and municipal levels, as well as for NGOs.
Here's what we've learned about designing, testing and implementing a practical Performance Measurement Framework. Our experience indicates that the following sequence is an effective approach to the implementation. However, we know that each organization is unique and the steps may be customized to meet your organization’s particular needs.
Step 1: Project Preparation Activity – during this period we develop an understanding of the unique environment and challenges of your organization. We review relevant business documents to identify key performance expectations, existing performance measures or results reporting, external reporting requirements and expectations, and planned or on-going change initiatives.
Activities will also include a Project Launch meeting, to achieve the following:
Validate overall goals and objectives of your organisation
Confirm the overall implementation steps and expectations
Review the existing documentation related to the project
Examine existing higher-level framework(s) and strategies
Define roles and responsibilities
Confirm desired timetable
Step 2: Organizational Performance Measurement Status Assessment- Following these working sessions, PRS will conduct further research, by means of interviews with managers and select personnel, to identify existing performance reporting, potential measures, and possible data sources for inclusion in the design sessions to follow.
PRS will also use the information collected to develop a ‘straw man’ Logic Model of your organization, for use in subsequent activities.
Step 3: Design and Conduct Managers’ Training Session - This session will provide managers with an introduction to the language, concepts, and tools of Performance Measurement. The objectives for this session include:
Communicate the overall objectives of the Performance Measurement framework;
Brief the managers on the executive view and priorities for Performance Measurement;
Define their roles in the development and implementation of a Performance Measurement Framework
Provide information about subsequent Performance Measurement Framework Design Workshops
Step 4: Facilitate Manager/Stakeholder Peformance Measurement Framework Design Workshop(s) - These may include one or more detailed manager/departmental working sessions to include each work unit. The objectives for these sessions include:
Preliminary logic model development, using the 'straw man' as a starting point
Identifying the measures that will support the overall strategic policy objectives and key performance areas
Identify possible data sources to populate the measures
Identify and ensure alignment with existing higher-level framework(s)
Step 5: Document Data Collection Strategy - It is critically important to document how, where, when, and by whom your data is collected. PRS will work with your team to define this information for each measure and indicator in your framework. This helps ensure consistency and accuracy of data, even when there is staff turnover. This also allows you to make comparisons of your performance over time.
Step 6: Facilitate Executive Review Session - The PRS expert consultants will provide a comprehensive project review report and presentation.
Here's What You Get From PRS
Our methodology is designed to give you a 'ready to launch' complete Performance Measurement Framework, including:
A validated Logic Model depicting key organizational outputs, outcomes and linkages;
A Data Collection Strategy identifying data types and sources, and responsibilities for collection and reporting;
A draft Performance Report, demonstrating how to organize and present performance information to tell a compelling story of your organization's achievements;
Our Final Report will also include an analysis of possible gaps with respect to data validity or availability, and recommendations for the 'way ahead' to fully roll-out comprehensive performance reporting in your organization.
To find out how PRS can help your organization build and implement a practical Performance Measurement Framework, contact Charlie Snelling, Vice President Marketing, at 613 744-4084, or use the contact form at the bottom of the page.
Performance Measurement Training is a key success factor in any performance measurement initiative. The purpose of the training is to establish a common understanding of performance measurement language, concepts, techniques and tools, in the context of your organization's objectives.
Find out more about Customized Performance Measurement Training
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Find out more about Performance Measurment Evaluation and Validation
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