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.
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). What Epics are pursued is defined by the Epic Options Committee.