The goals are set out in post 1 – track current issues and discuss the issues that are ‘everlasting, widespread and insoluble’ (using the least amount of words). A number of themes and ideas have been discussed. Writers have posted 25 times since the start of the year. Moore, performance, performance indicators, performance measurement, processes, public value, public value scorecard, purpose, Rummler and Brache, services, value 26 – The first 25 posts. Tagged customer service, Farrell, high performance organisation, John Seddon, leadership, Mark H. Posted in customers, leadership, performance, productivity, services, systems thinking, value / We use the performance measurement that we do to convince others that we are doing what we should. Instead, it tends to be driven by external accountability requirements. I haven’t seen a local government that has actively used performance measurement this way. In it they describe measurement is the single greatest determinant of an organisation’s effectiveness as a system, and as the primary tool for ‘communicating direction, establishing accountability, defining roles, allocating resources, monitoring/evaluating performance, and taking improvement action’. Brache, in particular the chapter about performance measurement. I have been thumbing through ‘ Improving Performance – How to Manage the White Space on the Organisation Chart’ by Geary A. Rummler, integrated performance management system, performance, performance management, performance management system, performance measurement, Rummler and Brache 33 – Developing an organisational performance measurement system. Posted in performance, systems thinking / It enables feedback to be provided against a standard and for any gap to be identified and addressed. From a management perspective, measurement specifically communicates performance expectations. Brache in Improving Performance – How to Manage the White Space on the Organisation Chart.īefore getting into the details of how to build a performance management system, it is worth thinking about what you are trying to achieve. This post is an attempt to consolidate all posts into an integrated performance management system based on the work of Geary A. The most recent by Colin Weatherby discussed his approach to developing a ‘dashboard’ for his department. There have been several posts on performance ( here, here, here and here).

Rummler brache ten core steps of phase