Evaluating Citywide Performance Reporting System

When I was told to watch a performance to write about, I had no idea where to go with watching something. I was stuck. But then I was thinking about it and thought, wait, what if I watch a performance art piece. It literally has performance in the name. This will work perfectly. I looked up some performance art beforehand, and to be honest, I wasn’t impressed with it and thought it was rather peculiar and a little inappropriate. With dabbling upon what I had looked up, I came across Marina Abramović. She caught my eye because of her way of talking. It is so unique and captivating that I couldn’t choose anyone else to watch and write about. If only there was a way to write this paper with the accent Marina has.

One the keys to maintaining ready teams are through gratitude. We ask you Servicemembers and by default, their families to sacrifice their time often. Despite however frequent we ask and they respond we must never take their sacrifice for granted. With in this in mind, I would like to share a couple of strategies we a leaders can apply toward our performers to ensure their selfless service is valued.

The school district evaluation system is a reflection of the school district's goals, values, and

This paper is a review of Chapters 10, 11 and 12 in McDavid, Huse, and Hawthorn (2012) second edition, Program Evaluation and Performance Measurement: An Introduction to Practice. Chapter 10 reviews performance measurements systems and how they are used, their effect and accountability. Evaluators and program managers and their connection is reviewed in Chapter 11. Additionally, how this connection is affected by the evaluation purpose and organizational contexts. Chapter 12 deals with the methodology of a good evaluation and points out that there has not been an agreed upon method of choice. This paper contains (1) an overview of the chapters, (2) summarize the key points, (3) summary of the reading, and (4) underscore some implications/applications for policy and practice at a local, state or national context.

One of the first reports used is the Company Dashboard Report. This is a visual report displaying key performance indicators, current status of metrics, and can be tailored for a department’s metrics or the overall company metrics. The dashboard provides data for a specific measure of time (Rouse, 2016) versus a Scorecard, which provides it for a period of time. It is an important tool for any business looking for departmental information. The information from this report comes from within the company and provides a snapshot of where the company stands. The PharmaSim dashboard shows a snapshot of the overview of the company that includes revenue, gross margin, net income, and stock price. It also has a bar chart based on the department’s metrics. In this case, Allround’s performance is shown (Performance Summary Period 1, 2016). The last portion of the dashboard includes customer comments from social media. This allows for the department to see customer feedback on a real-time basis and make decisions to improve brand performance.

As data becomes abundant in today’s world, it is too difficult to track every single metric on a daily or weekly basis. Therefore, the best approach to provide insights and locate certain pertinent bits of data is to use a dashboard. The dashboard serves to show all of the key metrics you would like to track and their changes since the last review all in one place. Dashboards should be simple and easy to read in seconds. Dashboards that display the best metrics and key performance indicators in the best manner should serve to drive actions and decisions. (Kaushik 2010.)

Figure 1. A company’s performance in real-time, Reprinted from Forbes. Com, by Dave Lavinsky. November 16, 2015, retrieved from http://www.forbes.com/sites/davelavinsky/2013/09/06/executive-dashboards-what-they-are-why-every-business-needs-one/, Copyright 2015 by Forbes.

When Disney's Contemporary Resort in Lake Buena Vista, Fla., set out to revamp its business performance reporting process in 2006, a high-performance dashboard is exactly what financial managers had in mind. "We wanted an automated system that would give resort managers the information they needed at their fingertips when

The preceding analysis makes it clear that there are areas within the existing performance management system at MAP that present an opportunity for positive change. Fortunately, there are a number of tactics that could be implemented in order to bring about improvement.

Throughout history, PMS clearly have a considerable contribution to evaluate the success of organisations. According to Neely et al. (2002), performance measurement is "the process of quantifying the efficiency and effectiveness of past actions". Moullin (2003) indicates that "PM is evaluating how well organisations are managed and the value they deliver for customers and other stakeholders". The modern accounting framework can be traced back to the Middle Ages and since that time appraisal of performance has primarily been ground on financial criteria (Bruns, 1998).

Business change and adapt their goals and strategies all the time as the world of business changes rapidly. A very critical but overlooked element of the renewal process is the impact of the businesses change has on the employees’ behaviour and motivation. Managers must ensure that the rewards and recognition systems are very carefully set aligned with operational goals and overall strategic. If the reward and recognition system is misaligned with the objectives that the managers had in mind the result in behaviour could hinder the organisation. The unanticipated actions may be a personal benefit for the employee also may be beneficial to front-line sales represents and floor managers but this moves the organisation away from its overall goals. The challenge is to assess and implement an incentive system that motivates employees to act in support of strategic and operational objectives. But how does an operational manager or executive know when they have the right rewards and recognition program, or if the one they have implemented is still having the desired effect? In addition to measuring progress of employee performance toward corporate goals, well-defined performance measurement systems help gauge employee reception, understanding and buy-in for reward systems. This critical feedback can help managers make adjustments necessary to drive improvements and avoid the unanticipated behaviours and

Looking closely to the federal and local governments, some federal departments and city departments provide quality services to the extent that people trust them more than the critics can understand. Surprisingly, some Americans trust certain federal departments than the federal government while at local government level, some people admire certain city programs than they like the city administration. According to Goodsell (2015), Ann Arbor-based company provided that in 2010 people showed that they trusted the federal government for its quality service delivery in some of its departments even though it declined afterward. At local government level. When measuring the federal government’s productivity, The Federal Productivity Index

(i) Promotions: This is the most important use of performance appraisal. It is to the common interests of

This chapter discusses the methodology of the thesis. As mentioned, this thesis mainly uses qualitative data collected via literature and document review, and semi-structured interviews to answer the research questions. This is because the qualitative approach is more suitable to “provide a great deal of descriptive details…emphasizes on process…[and] is concerned with explanations” (Bryman, 2004, pp. 280-281), which is essential to examine the process and results of local government’s performance measurement.

Evaluation performance is something it related with job individual and their job result in certain position. In evaluation get determine performance employee either its good performance or poor performance. Performance evaluation has also been expanded as a concept and a practice in managing performance involves human resources. According Hasibuan (1995: 105), the performance of the work is a work which is one of the tasks given to him it based on competence, experience and dedication and time is given.. The objective performance evaluation to measure ensure, improve work performance and future potential to the company. Other objectives include providing feedback, improve communication, clarifying responsibilities and also rewards.