An Employee Scorecard is made up of five attributes, four typically don’t change over time and one attribute, the Critical Number, is reviewed and updated as needed. The attributes are;
- Purpose; for what purpose does this role exist? What is it expected to fulfill and achieve?
- Influence; who does this role influence, directly, or indirectly, to achieve their Purpose?
- Accountabilities; what key performance indicators and their target outcomes is this role accountable for, and when and to whom do they need to report their progress to? A key performance indicator could be the Critical Number currently being pursued (described below) or it can be a supporting metric that needs to be monitored to make sure it stays within tolerances to ensure the Critical Number is achieved.
- Processes; what processes is the role responsible for and what outcomes should these processes be achieving? And when and to whom should they be reporting their results to?
- Critical Number; the one thing that must be achieved (measurable as a number) for the team to be successful. In some situations an individuals Critical Number can be different than that of the team to which they belong but this isn't the norm and should be avoided if at all possible. A Critical Number is not an all or nothing achievement - it has a gold, silver and bronze finish prize. In other words there is a first place, second place and third place target.
To achieve the Critical Number every person has one to three Epics that they are working to close, sequentially, not in parallel, that will collectively achieve the measure of success for the Critical Number that we are pursuing. The Epics can be shared collectively with the overall team or they can be priorities that the person is individually responsible for (not a preferred situation). Epics are fluid and they are updated as they are closed, or evidence is presented from incremental progress that suggests they be changed, or stopped in order to achieve the Critical Number by some other means than was originally thought.
A person’s Scorecard is maintained within their Scorecard & One-On-One document and it is the basis for their Scorecard review that they individually do each week and the checklist for their One-On-One meeting with their Team Leader. If the person in question is a Team Leader their Scorecard & One-On-One document also includes the Team Scorecard table that summarizes the Scorecard & One-On-One document for each member of their team.