Performance Management Map

Template

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About this template
The Performance Management Map deliverable documents the alignment of objectives, goals and
metrics between different levels of - individual, business unit, organization - the enterprise. The
Performance Management Map visually illustrates the cascade and alignment of performance objectives
from organization to individual required for the benefits of the business case to be realized.

Use the Performance Management Map in order to:

• Provide a single view of performance objectives at multiple levels of the organization as well as the
linkages between them
• Utilize goal-setting principles to document goals for stakeholders at different levels of the organization
(for example, business unit, department-level, Project Team, supervisors, key users, etc.)
• Lay a solid foundation for building reward and recognition programs within the context of the change
effort

Best Practice Area Process Area Recommended Usage

Strong Individual Performance Effective Performance Operational and

Management Transformational Change
Programs
Responsible Role Contributing Roles Volume

Human Resources Manager
Human Resources Analyst One per Change Program
Organization Design Manager
Organization Design Analyst
Change Manager
Change Consultant

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Performance Map Objectives

Enterprise Goals

Organization Goals

Department Goals

Individual Goals
Employee s
major areas of
responsibility
will also factor
into individual
goal setting

The purpose of this document is to define, align and calibrate enterprise and
infvidual performance objectives.

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Individual Goal Setting Process

Enterprise Goals

4
2013 Business
Priorities

3
2013 Goals

Key Operating
Performance
Goals/Measures

2 Organization/Department
Performance
Goals/Measures

1
Individual Goals

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Enterprise goals, business objectives and
individual goals
Enterprise Goals:
Enterprise Goal #1
Enterprise Goal #2
Enterprise Goal #3

2013 Business Priorities:

• Business Priority #1
• Business Priority #2
• Business Priority #3
• Business Priority #4
• Business Priority #5

2013 Short Term Incentive Goals

STIP Goal #1 STIP Goal #2
STIP Goal #3 STIP Goal #4
STIP Goal #5 STIP Goal #6

STIP Goal #7 STIP Goal #8

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Key operating performance goals &
measures
Strategy
Enterprise Goal Measure
Factor
1.
Strategy Factor A
2.
3.
Strategy Factor B
4.
5.

Strategy Factor C 6.
7.

Strategy Factor D 8.

Strategy Factor E 9.
Enterprise Goal
10.
#1
11.
Strategy Factor F
12.
13.
14.
15.
16.
Strategy Factor G
17.
18.
19.

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 Key operating performance goals &
measures (cont’d)
Enterprise Strategy
Measure
Goal Factor
20.
21.
22.
23.
24.

Strategy Factor A 25.

26.
27.
Enterprise 28.
Goal #2
29.
30.
31.
32.

Strategy Factor B 33.

34.
35.

36.
Enterprise Strategy Factor A
37.
Goal #3 38.
Strategy Factor B

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 Organization line of sight

Department Organization Key Operating Business Enterprise

Goal Goal Performance Priority Goal
Goal/Measure
1.

2.

3.

4.

5.

6.

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 Business objectives mapped to individual
goals
Department Goals Aligned with Enterprise Major Areas of Responsibility
Goals:
Enterprise Goal #1, 2, 3, n
Goal 1:

Goal 2:

Goal 3:

Individual Performance Goals

Aligned with Business

Unit Goal #1
Aligned with Business
Unit Goal #2
Aligned with Business
Unit Goal #3

Individual goals are based on cascaded business unit goals as well as employees’
major areas of responsibility

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SMART Goals

Smart Measurable Achievable Relevant Time-

specific
Goals must be Goals need to Effective goals Employee
clear and be quantifiable should goals Goals
unambiguous. and have built- challenge an should link should have
in monitors employee but clearly to starting
They describe which specify be attainable. department points,
exactly what is how we will goals. ending
expected. know if the points, and
objectives have fixed
been met. durations.

They fall in the

categories of
quantity, quality,
cost, and
timeliness.

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 Writing a goal statement

Results
What are you trying to achieve or accomplish? Results identify
outcomes that you must achieve if the organization’s business
goals are to be attained. They tell the “what” but not the how,
how much, when, or why. Example: “Improve client productivity”

3 Key Terms
Measures & Metrics
Final Goal Statement: What you will look at to see how you’re doing? What indicators
Improve client productivity will be tracked? Example: For the Result of “Improve client
by filling all approved productivity”, the Measure chosen might be “Time to Hire”.
vacancies in 30 day or
less.

Target
Tells you what good will look like. It is the “how much”, “how
many”, “by when”, or “to what degree”. It is the “how much” of
the Measure will be expected for goal accomplishment.
Example: For the Result of “Improve client productivity”, and the
Measure of “Time to Hire”, the Target might be “fill all approved
vacancies in 30 day or less”

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Additional tips on goal setting

Prioritize the goals which are most important for the

employee.

Goals should be results-based, rather than activity-based.

ThisGoals
is an example
shouldtext. Go ahead between
differentiate and replace it with your own
thresholds, textand
meets
exceeds.

Ensure measures/metrics are available to track progress

toward goal attainment*.

Involve employees in the goal refinement and target

setting process.

Test the goal validity by reviewing the goal with employees

to ensure that it is SMART and drives towards the
intended outcome.

* Is an existing system available? Will creating new reports cost more than the data is worth?

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