Individual Balanced Scorecard Measurement

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My organization has conducted a BSC project and now faces the problem how to proceed. There are jobs that can not be distributed to individual performers. In such cases where cascading is a problem, how can we measure the performances of individual performers? (...) Read more? Sign up for free

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		Measure Individual Performance Against the Role Carel Venter, Business Mentor, South Africa
	You must be able to define anybody's role - even in a forced team (like a machine minder and assistant). If you can't define his role, he has no job. If you define his role, you can define what are the critical minimum standard/contribution this job/role has to make the team successful. You measure then the whole team and the achievement of sub-set targets.

		Individual BSC Measurement Paul Maguire, Business Consultant, United States
	Consider these roles as "job families". I suggest you start with a competency profile for each job family, which is a combination of 1) knowledge (e.g. the industry, business, product, SBU, etc.), 2) skills necessary to complete the work and 3) the values needed to support the work achievement. By example, a customer service representative would need to know the product (knowledge), have problem solving skills (amongst others) and has customer-focused values. Once the profile is completed, you can then construct individual scorecards based on gaps and standard performance measures.

		Focus on Measuring Process Outputs and Business Outcomes Donald Reynolds, Manager, United States
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		Create Process / Activity table Ajaya Shankar Gupta Ainapur, Management Consultant, India
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		Individual BSC Measurement Ceferino Dulay, Jr., Philippines
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		Measuring Individuals: Leadership Values Assessment VIKTOR KUNOVSKI, Consultant, United Kingdom
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		Cascading the Balanced Scorecard to Individuals Odoch Charles Langoya, Strategy Consultant, Uganda
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