by sgorces on August 5th, 2008, 3:38 am
Hi ahenderson and thanks for your interest. Development of performance measures is a broad topic and took us about two years before we started dashboard development. It still continues today although to a limited extent. We didn't really set out to develop performance measures. We had very faulty business processes that had led to extreme over-programming and a lack of legislative confidence. Our effort started as a full scale reassessment of our own business processes. That led to process mapping, which helps to identify items or activities that need to be tracked better and turned into measures. We basically worked backwards to measures through this process. In other words, we did not start with an idea about a measure, we started with an idea about something we needed to do better, or needed to know more about so we could drive improvement.
For example, in 2001, the year I became Director, the agency ended the fiscal biennium about 5 months in arrears in payments. A local agency customer would bill us for a grant project, and wait 5 months to get paid. We immediately set a goal to reduce that to 90 days, then 60, and today we pay all customer agencies in an average of 17 days. When you look at your business from the view of what do we do? How do we do it? How can we do it better? Measures start dropping out like a byproduct. So today, the dashboard tracks average payment cycle and how many payments are made beyond established time targets. We also track the percentage of payments made to overdue projects, which dropped out of our payment process map AND our delayed project process map.
I have read some of the same articles you have about limiting the number of performance measures. I'm not convinced by the argument that we should only have a few, four to six for example. It depends upon the purpose of the measure. Measures that get reported to overseers like the mayor, governor, auditor, should be limited in number so you don't hide simple truths in over-information. We report four measures that we negotiated with the Governor's Office of Financial Management. For internal use, a work group should track as many measures as they can use in a meaningful way to drive improvement. A dashboard greatly reduces the marginal effort associated with adding additional measures. We have thrown out measures and dashboard pages because the item we were tracking was not useful so did not get used. I don't recall how many we've dumped because we always did so unceremoniously, "take that off the dashboard, we don't use it." In short, we track what we use. Report few and use as many as you need and no more. The dashboard takes the sting out of the administrative burden. We do not yet measure everything we need and the process is still evolving in a very active way. Nobody working on performance measurement in my office considers us done.
I involved my staff in identifying and setting performance targets but there was still some suspicion that we were micro-managing and would use the measure to nitpick insignificant details. I was accused of placing the measures above the needs of our customers. We dealt with these issues by making a conscious effort not to bring up every target violation and easing measurement into the discussion over a long period of time. Most importantly, the measures worked. The agency restored it's fiscal strength and the Legislature rewarded us with additional ongoing revenue and a new funding program. Success buys an amazing amount of cooperation.