An organization's performance has a direct correlation to individual and team performance. Individuals within an organization need to understand the business direction and desired work culture, and should be rewarded for demonstrating behaviors and results that are in line with key goals and objectives. Ultimately, this leads to better business performance and a more satisfied workforce.

ACME's . approach to performance management aligns an organization's business strategies, goals and culture requirements with its employees' performance standards and objectives. Our approach involves designing and implementing a consistent process that includes goal and standard setting, ongoing assessment of strengths and vulnerabilities, development and career planning, coaching and feedback, appraisal, and salary administration.

In practice, excellent performance management systems have the following characteristics:

• They encompass both WHAT employees need to do (e.g., goals) and HOW employees need to behavior to achieve excellent performance (e.g., competencies).

• They align individual performance with business values and strategies/goals (e.g., balanced scorecard).

• They represent a clear process spanning each work life cycle (intervention in a performance management process).

• They encompass clear, common policy decisions and workflow,

• They are supported by clearly-documented job aids/guidelines, tools/worksheets and training

• They serve as a "hub" or integrating vehicle for other HR processes (e.g., assessment and development coaching, career pathing and reward/recognition).

We can help your organization:

• Develop a consistent approach to goal and standard setting and performance planning

• Develop organizational competencies/values

• Align individual and collective goals and objectives with the organization's goals and strategies

• Provide a focused, objective process for planning, coaching, feedback and appraisal

• Provide links to:

  • Learning and development

  • Career development

  • Succession planning

  • Compensation

  • Improve employee productivity, satisfaction and retention

• Support this process, through our performance management software -- Voyager that automates the workflow, generates reports, and analyzes organizational performance strengths and vulnerabilities

How We Typically Implement Competency-Based Systems Typically, we focus most of an organization's project resources on both the strategies and tactics required for successful implementation.  Acme  professionals facilitate the development of an overall plan, lead the initial training pilot and transfer all training and support capabilities to a selected trainer/consultant group usually comprised of representatives from HR and other management groups.

The basic steps required for a typical implementation include:

• Creating an overall roll-out strategy with the change team

• Developing and testing a one-day installation training program in selected business unit

• Transferring the training capabilities around performance development using a train-the-trainer approach

• Creating a communications and change enablement approach

• Finalizing a communication and change approach based on feedback

• Conducting a one-day pilot session in collaboration with the client co-trainers

• Conducting intermittent roll-out meetings with the change team to update the approach