Performance & Capability Scorecards


The Capability Scorecard is based on the traditional Performance Scorecard

Performance Scorecard

Figure 2

PerformanceScorecard

In order to understand the capability scorecards we first need to re-cap the elements of a good performance scorecard as many of the characteristics have been re-used for capability.

Figure 2 shows the performance scorecard for Joe who is employed as a Business Manager. The scorecard has the following elements (numbered items below correlate to the numbers above in Figure 2):

  1. KPA – The Key Performance Areas column shows a summarised collection of processes. The names of the KPAs should not be arbitrary but rather linked back to official business processes. One would normally map to the right level of process. Most organisations have between 5 and 7 levels of process hierarchy.
  2. Objective – This is the link back to the business objective normally defined in a strategic planning process for the company or the department through a cascading process. In some roles there is no clear link to a specific business objective in which case one can map it to a generic placeholder objective called “Vital”.
  3. KPI – The name of the Key Performance Indicator. Many organisations fall into the trap of allowing managers to define KPIs at the time of creating an individual’s scorecard. A KPI should only make it onto the scorecard if it is defined:
    1. As one of the strategic KPIs per the strategy map or similar document
    2. As a process KPI in the process documentation
    3. As a project KPI which is linked to the name of a project registered with the project office.
  4. Targets – Clear standards of achievement on a 4 or 5 point scale.
  5. Weightings – to indicate the relative importance of each KPI.
  6. Actual Score and Comment – The actual score is recorded with a comment against the item. There are often actions linked to these comments and these actions are tracked.

Capability Scorecard

Figure 3

CapabilityScorecard

The capability scorecard is a collection of the KCIsTM for an individual and has a similar structure to the Performance Scorecard.

The Capability Scorecard is organised as follows:

  1. Categories – There are five categories of capability
    1. Education & Knowledge
    2. Experience
    3. Technical Competencies
    4. Behavioural Competencies
    5. Track record
  2. Key Capability Areas (KCAs) – This is a grouping of similar KCIs
  3. KCIs –Key Capability Indicators
  4. Targets – Clear standards of achievement on a 4 or 5 point scale.
  5. Weightings – to indicate the relative importance of each KPI.
  6. Actual Score and Comment – The actual score is recorded with a comment against the item. There are also actions in the form of individual development plans that get linked to these scores for example: training courses, coaching, on the job training, exposure to other areas in the business, etc.