Employee KPI Scorecard Creation Consultant Philippines

CONSULTANCY PROPOSAL ON EMPLOYEE KEY PERFORMANCE INDICATORS (KPI) PERFORMANCE SCORECARD CREATION

CONSULTANCY OVERVIEW:

Our service as an Employee KPI Scorecard Creation Consultant in the Philippines focuses on optimizing team performance through tailored key performance indicators (KPIs).

We understand the unique challenges and dynamics of local businesses, and we specialize in crafting detailed KPI scorecards that align with your specific goals and operational standards.

Our approach helps you monitor efficiency, drive employee engagement, and enhance overall productivity, ensuring that your organization can achieve its objectives effectively and sustainably.

WORK PLAN: ENGAGEMENT DELIVERABLES AND OUTPUTS

ACTIVITY

METHODOLOGIES

OUTPUT/OUTCOME

PHASE I: JOB DESCRIPTION REVIEW AND UPDATE

To understand the current Performance Management Framework of the company prior to this engagement
To coordinate with Human Resources in collecting all different positions’ (levels considered) job descriptions, including current performance scorecards in place, to determine bases of performance based on the employees’ daily tasks and deliverables.
To critique and revise/update the JDs as necessary based on the new Vision, Mission, and Values of the company and the directives from the most recent 5-year Strategic Planning held.

Aligned and updated Job Descriptions
Referenced current Employee Performance Scorecards

PHASE II: LINE ITEMS AND MESURABLE PARAMETERS IDENTIFICATION

To identify the individual Key Result Areas or Critical Success Factors based on the updated job descriptions.
To determine and match the corresponding line items and/or measurable parameters against which the employees’ performance are going to be measured.

Employee-level Key Result Areas
Employee-level Key Performance Indicators for:
- Knowledge Component
- Skills Component
- Attitude Component
Reliable Performance Scorecard Line Items and Measurable/Quantifiable Elements with Descriptions

Take note that our methods include but may not be limited to the following:

Consultations with the employees’ department heads and immediate supervisors and the employee representations based on the position
Time and motion study
On-the-job observations of employees using checklists and the like

PHASE III: CONSULTATIONS WITH IMMEDIATE SUPERIORS AND EMPLOYEE REPRESENTATIVES FOR MEASURES AND TARGETS-SETTING

To consult their department heads and immediate supervisors regarding the individual measures and targets based on two references:

General Performance Expectations and Standards
Employee-level Contribution to the 5-year Strategic Plan

Performance Scorecard’s Measures and Targets
Rating Scale to be used

PHASE IV: SCORECARD FINALIZATION AND COMPLETION

To ensure that the Employee Performance Scorecards are Balanced Scorecards
Double-check the alignment of individual KPIs with their employee-level contributions to the 5-year Strategic Plan and the general organizational expectations/standards of each employee.

Finalized Scorecard

PHASE V: SCORECARD PRESENTATION AND APPROVAL

To present to the Top Management and Human Resources, together with the Department Heads and their Immediate Supervisors, the finalized Employee Performance Scorecards for approval.

Presented and approved Employee Performance Scorecards

PHASE VI: SCORECARD LAUNCH AND IMPLEMENTATION

To coordinate with the Top Management and Human Resources when the Employe Performance Scorecards are going to be launched.

Launched and implemented Employee Performance Scorecards.

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ACTIVITY	METHODOLOGIES	OUTPUT/OUTCOME
PHASE I: JOB DESCRIPTION REVIEW AND UPDATE	To understand the current Performance Management Framework of the company prior to this engagement To coordinate with Human Resources in collecting all different positions’ (levels considered) job descriptions, including current performance scorecards in place, to determine bases of performance based on the employees’ daily tasks and deliverables. To critique and revise/update the JDs as necessary based on the new Vision, Mission, and Values of the company and the directives from the most recent 5-year Strategic Planning held.	Aligned and updated Job Descriptions Referenced current Employee Performance Scorecards
PHASE II: LINE ITEMS AND MESURABLE PARAMETERS IDENTIFICATION	To identify the individual Key Result Areas or Critical Success Factors based on the updated job descriptions. To determine and match the corresponding line items and/or measurable parameters against which the employees’ performance are going to be measured.	Employee-level Key Result Areas Employee-level Key Performance Indicators for: Knowledge Component Skills Component Attitude Component Reliable Performance Scorecard Line Items and Measurable/Quantifiable Elements with Descriptions Take note that our methods include but may not be limited to the following: Consultations with the employees’ department heads and immediate supervisors and the employee representations based on the position Time and motion study On-the-job observations of employees using checklists and the like
PHASE III: CONSULTATIONS WITH IMMEDIATE SUPERIORS AND EMPLOYEE REPRESENTATIVES FOR MEASURES AND TARGETS-SETTING	To consult their department heads and immediate supervisors regarding the individual measures and targets based on two references: General Performance Expectations and Standards Employee-level Contribution to the 5-year Strategic Plan	Performance Scorecard’s Measures and Targets Rating Scale to be used
PHASE IV: SCORECARD FINALIZATION AND COMPLETION	To ensure that the Employee Performance Scorecards are Balanced Scorecards Double-check the alignment of individual KPIs with their employee-level contributions to the 5-year Strategic Plan and the general organizational expectations/standards of each employee.	Finalized Scorecard
PHASE V: SCORECARD PRESENTATION AND APPROVAL	To present to the Top Management and Human Resources, together with the Department Heads and their Immediate Supervisors, the finalized Employee Performance Scorecards for approval.	Presented and approved Employee Performance Scorecards
PHASE VI: SCORECARD LAUNCH AND IMPLEMENTATION	To coordinate with the Top Management and Human Resources when the Employe Performance Scorecards are going to be launched.	Launched and implemented Employee Performance Scorecards.

MSS Business Solutions - Training and Consultancy Company in the Philippines

Employee KPI Scorecard Creation Consultant Philippines

EMPLOYEE KPI SCORECARD CREATION CONSULTANT PHILIPPINES

CONSULTANCY PROPOSAL ON EMPLOYEE KEY PERFORMANCE INDICATORS (KPI) PERFORMANCE SCORECARD CREATION

CONSULTANCY OVERVIEW:

WORK PLAN: ENGAGEMENT DELIVERABLES AND OUTPUTS