completion of the performance as reported performance scorecard. A by the employees at the profit-indexed performance beginning and during the pay (PPIP) system is implemented to compensate employees appropriately for consistency in accurate reporting and increased production. System-Wide Identification The Performance System consultation process. Provision of compensation increases the sustainability and consistency of employee receptiveness and completion of the performance scorecard. The behavior consultant of Performance Database provides data can identify performance Improvement Opportunities that pinpoints performance improvement opportunities and improvement opportunities. Data screens include, Results by Organizational Level (ROL) that serves to pinpoint improvement opportunities across the total performance system. The performance and implement plans to improve performance. Tool Unit 10: Performance Tools Description Benefit of Use Result Rather Than Examination of the results Method incorporates the Behavior Measurement the engagement in the target behavior produced rather than the behavior. Performance measure rather than behavior measure. Rationale includes: results are typically measured in organizations, behaviors means of collecting results that most organizations already use: measuring the performance rather than the behavior. Additionally, this method allows for a performance measure to be collected for a large array of behaviors. Seven Performance are not. Analyzation of The behavior consultant is Measurement Categories performance databases of able to gather information the organization including: from management to sales, expenses, develop a balanced set of productivity, cash flow, regulatory compliance, customer service, and measures for any job position in the organization. special projects. scorecard analysis screen provides the behavior consultant with the specific employee or manager's scorecard. The data presented and collected showcases the performance improvements based on recommendations from the behavior consultant. Scorecard System Audit An audit is conducted on the performance system to measure validity and effectiveness. The behavior consultant can identify any issues with the design and structure of the scorecard system, Performance Pay System A measurement screen that The behavior consultant Audit displays the system's effectiveness in paying predictability, adequately, and fairly for employee performance. can measure for validity and effectiveness of the intervention in comparison to the norm group. Leadership Matrix percent gain, and performance index. Designed to identify ineffective managers or supervisors within an organization. Data The behavior consultant can provide coaching and feedback to managers and supervisors in pinpointed collected is presented on a areas that need graph with the y-axis improvement as reported showing the average from subordinate performance scores of the employees. The matrix employees and x-axis presented is continuous on showing the average rating a quarterly data collection employees reported on a system until both the leadership survey. employee performance Questions asked include the manager's performance and effectiveness/ and ratings improve. ineffectiveness. Organization- Wide Employees are Reinforcement is provided Performance Pay Program compensated for to the employees based on consistency with a specified increase in The Method of Cascading Objectives Performance Scorecard Design of an organization scorecard that allows the behavior consultant to identify the strategy management uses for improving organization success. Areas on the scorecard design include, sales, expenses, productivity, cash flow, regulatory compliance, customer service, and special projects. All seven categories are measured for each job description as defined by the organization management. Each The designing of a scorecard that is broken down into several different components creates and defines the current status of the areas included. This allows for the behavior consultant to use less time in creating a solution to the problem defined by the organization. The behavior consultant can use the scorecard as performance prompts as listed for all job descriptions to provide scorecard identifies the employee feedback by measure name, minimum, computing monthly maximum, priority weight, percentage for each percent gain, weighted measure.