Performance Path Software Customization | Performance Management Software

Performance Path® dashboards provide customization making it easy to measure, monitor and analyze performance in key result areas. Strategic alignment and goals are directly linked with day to day performance. Customization of reports in multiple formats can display measurement of any or all of the following:

• Key Performance Indicators (KPI) by person, position or department
• Leadership Skill Level
• Management Skills Level
• Employee Skill Level
• Motivation Level of each person, or an entire department
• Innovation in progress and completed
• Goals in process or completed
• Skill Improvement trend analysis year over year
• Conduct and compliance with critical protocols
• Employee documentation by category and volume
• An alert system reminds managers when it is time to review performance, schedule meetings or document employee performance.

Contact Us for details of our software customization.

Employee Workforce Management Software | Employee Appraisal System

Performance Path ® Web based performance software solutions.

Performance Path ® Management Software (MS) was developed through an intense process of evaluation, analysis, interviews and tecnology to create a software program that is easy to implement and use at all levels of an organization.

Performance Path® MS is a web based system, accessable worldwide and designed to provide highly adaptable and effective ASP performance management.

Performance Path® MS can be configured to accommodate your performance management design or equipped with our high performance workforce system, Performance Path ®.

Job Link Training | Business Management & Consulting

Traditional management and customer service training are ineffective in building tangible links to on-the-job skills. Performance Path ® has developed Job Link™ to break the mold of the traditional generic employee classroom training concepts.

Job Link™ creates a closed loop between work needs, skill improvement training and supervisory follow up. The employee’s work skills are reviewed and strategic work needs are identified.

Job Link™ training modules are identified from skill clusters that relate to specific work needs. Participants are given self-assessment to further define and identify their capability level, and these areas are specifically targeted during training.

Job Link™ training creates a tangible link between specific on-the-job skills, job-linked training, and on-the-job performance.

Immediately upon return to work, each participant’s supervisor receives a copy of the employee’s performance improvement targets and together they review and select one or two high priority targets to implement, and a review date is set.

The supervisor uses an Incentive Cache™ to reinforce performance improvement and the supervisor may use an Incentive Cache™ to strengthen the transfer of new or improved skills demonstrated on-the-job.

Strategic Mapping Process | Strategic Mapping Objectives

Strategic Mapping Process:

Strategic mapping is an analytical process developed to align diverse opinions while pin pointing the key result areas essential to long term success.

Participants identify and force rank the factors which they believe have the greatest impact on their future success. These items are rated according to current performance levels and plotted on a matrix. It is through the welding together of diverse opinions the matrix provides a clear road map indicating current strengths, weaknesses, opportunities and threats.

With this new perspective, rational and realistic business plans are easily constructed. Individual team members will be able to confidently create, measure performance objectives and aligned with a sense of purpose shared by the entire team. Valuable resources can then be focused where they are most needed. Team members will be able to support organization mission, strategy, and goals while making independent decisions.

Strategic Mapping Objectives:

• Manage the critical success factors affecting success and failure.
• Identify and eliminate unforeseen obstacles to a successful transition for the old facility to the new facility.
• Increase shared responsibility and commitment among team members.
• Provide a rational approach to team decision making.
• Create a culture inspired by clear direction and fueled by a collective passion.

Strategic Mapping | Strategic Planning | Strategic Execution Process

Strategic Mapping

Strategic mapping is a strategic planning and execution process. It has been successfully used by Fortune 100 corporations such as Chevron, ATT, and Colgate. It provides executive teams with the technology to quickly execute and anticipate bottlenecks and blunders. The process quickly identifies underperforming high impact key result areas. It helps to avoid wasting valuable time and money.

Strategic mapping ensures senior management;

• Build consensus quickly even with the most diverse membership.
• Envision areas holding the greatest opportunities and failure.
• Generate business alignment.
• Measurably links strategic drivers with the day-to-day actions of employees.
• Track strategic performance by department, position or person.
• Execute strategy changes faster.
• Increase return on investment of money, machines, and manpower.

Organizational Development Leadership & Training

Organizational Development (OD) interventions result in innovative solutions, greater management commitment, and increased organizational effectiveness. Senior management teams identify, plan and implement the strategies, structure and systems that build profitability and reduce costs.

Each OD intervention is as unique as our individual client. Organizations, like individuals have their strengths, challenges and culture. The facilitator provides focus, structure and business process tools ensuring team members maintain solidarity and efficiency throughout the planning and execution process. The end result is sustained growth and profitability.

Typical intervention includes:

• Creating Actionable Mission Statement and Guiding Principles
• Executive Team Building
• Strategic Mapping
• Performance Management Planning
• Building Pay-For-Performance Systems
• Performance Based Job descriptions
• Incentive Planning
• Identifying ROI From Training - Job Link.

Business Consulting | Training | Coaching | Services

Performance Path ® recognizes training and development is essential to sustaining organizational leadership for our clients. Our business consulting, training and coaching services are innovative in both approach and application.

Organizational Development (OD)

OD interventions result in innovative solutions, greater management commitment, and increased organizational effectiveness. 

Executive Team Building

Executive Team Building workshops involve a professional facilitator leading the executive team group discussions and using analytical methods or formal frameworks to identify problems or suggest more effective and efficient ways of performing business tasks.

Management Development Series (MDS)

The MDS is a series of core training courses providing a tool box to increase the capability of managers and employees.

Strategic Mapping Vision to Action Workshop

Strategic mapping vision to action workshops are interactive workshops.  It provides executive teams with the implementation and technology support to put their vision into action plans and provides an opportunity to anticipate bottlenecks and blunders.

Job Link™ Training

Transferring classroom attendance to work competencies often requires additional training and support from supervisors.

Employee Performance Incentive Cache

Incentive Cache ™ enables management to:

• Direct and align employee effort where it is needed most
• Increase skill and initiative
• Ensure accountability
• Drive financial results

It’s not just managers recognizing employee achievements; it is people recognizing people for very specific contributions tied to results.

Different things motivate different people. Motivational profiling allows managers to quickly and effectively identify individual motivational hot buttons for each employee. The result is you get what you reward.

Employees work hardest when their work effort connects to their personal lifestyle wants and needs. Linking strategic objectives and goals with individual work efforts and personalized incentives creates commitment and loyalty.

An incentive survey identifies the types of incentives that reward staff excellence, performance, innovative ideas, and taking on new job responsibilities. Linking incentives with business objectives accelerates business success.

Managers learn to use measurable goals and recognition to expand performance without adding cost.

How Incentive Cache Works | Incentive Cache system

Incentive Cache ™ identifies six strategic categories of motivational incentives.

Incentive Cache ™ motivational profiler pinpoints individual's motivational hot buttons, identifying financial and non-financial incentives that employees are passionate about. Using these motovational hot buttons, managers can drive front-line activities by linking them with performance-based incentives.

A ten year research study by Jackson Organization of healthcare professionals provides indisputable and startling results (below). 26,000 employees from 31 organizations participated in the study which demonstrates the financial payoff between organizations that effectively recognize employees and those that do not.

Non-financial incentives lower cost and increase management’s control over individual performance. Incentive Cache™ gets managers and employees to think like owners.

Features & Benefits of Incentive Cache System

Incentive Cache ™ aligns incentives with daily tasks, goals and strategy. Incentive Cache ™ focuses all efforts on the key performance areas drive success.

Incentive Cache ™ is steering wheel with which you can shift every employee's attention and work effort onto new strategies, improving productivity or reducing costs quickly and easily.

Incentive Cache ™ provides meaningful incentives that are valuable to the individual; incentives based on preference, interests, lifestyle and on performance.

Incentive Cache ™ enables manager to:

• Attract top talent
• Expand ownership within the organization
• Drive innovation at all levels
• Lower relative cost
• Create a culture of achievement, not entitlements

Contact Us and receive a personal response from Rod Waddell of Performance Path®.

Employee Incentive Cache | Employee Motivational Tool

Motivate, Recognize, Appreciate, Reward and Retain your employees by uncovering their unique interests and needs with the Incentive Cache™ by Performance Path.

Highly effective leaders take the time to understand what motivates each and every one of their team members.

The Incentive Cache™ provides managers with a motivational profile listing the top motivators for each employee. Linking individual desire and lifestyle needs with mission, vision and strategy creates a passion for excellence. This enables manager to:

• Attract TOP Talent
• Expand Ownership
• Drive Innovation at ALL Levels
• Lower Relative Cost
• Create A Culture of Achievement, NOT Entitlements

Incentive Cache™ is a tool designed to identify financial and non-financial incentives based on each individual’s wants and needs. By linking performance-based incentives with the tasks staff and managers perform daily creates purpose and drives success. Aligning incentives with daily tasks, goals and strategy focuses all efforts on the key performance areas driving your success. Imagine having a gigantic steering wheel with which you can shift every employee's attention and work effort onto new strategies, improving productivity or reducing costs quickly and easily.

Imagine receiving incentives that are valuable to you as an individual; incentives based on your preferences, your interests, your lifestyle and on your performance. You would have nothing to lose and everything to gain.

Performance Management System Software | Business Consulting Training

Our Performance Management Work Sheet:

Managers can set-up work related goal or coaching plans anytime throughout the year. All plans include;

• Measurable goal statements.
• Observable behaviors supporting goals.
• Supportive actions managers provide ensuring goal achievement. As managers add new entries they are saved into a “Pick List” making it faster and easier to complete new plans.
• Incentives may be selected from a preloaded list or added to the list further boosting motivation and improving results.
• And finally multiple alert times may be scheduled establishing review dates and completions dates.
• An alert system is available to remind managers and employees of important scheduled events.

Employee Documentation Log

This feature makes it easy for managers’ to document and organize employee notation throughout the year. A preset numb of documentation categories enable managers to document employee performance, conduct, suggestions, training and related achievements. New category tabs allow managers to completely customize this feature to fit their needs.

An alert system is available so managers can schedule reminders to document selected employees performance on a regular basis. Hr can set alerts to identify when no documentation has occurred within a specific date range and send reminders to respective managers.

Online Performance Appraisals | Business Management Consulting

Managers can access current or past appraisals online. The appraisal format is completely customizable including:

• The size of the rating scale, rating descriptions and point value assigned to each descriptions
• Prioritizing appraisal items
• KPI’s linked with the performance of work requirements
• Weighting of different job requirements reflecting their business impact.
• Different appraisal sections may have independent ratings and weighting capturing performance in areas such as conduct, innovation and value creation.
• Each section may provide managers and employees with separate comment areas
• Many people have the same job title but one job may be more difficult than another. A job difficulty rating scale can be added to the appraisal system allowing managers to preset a job difficulty rating provides a more equitable way to assess work performance for different individuals within the same job title. This rating automatically adjusting the final score up or down based on the pre set difficulty rating.
• A “Score Board“ provides an easy view summary of weighting, rating and score for each section.
• Alerts can be preset reminding managers in advance when an appraisal date is approaching.

Performance Management Software | Management Consulting Training

Performance Path ® Web based performance software solutions.

Performance Path ® software is designed to provide an easy to use and highly adaptable ASP performance management system. It is web based. Access is available worldwide. It can be configured to accommodate your performance management design or equipped with our high performance work force system, Performance Path ® .

Customizable Performance Management Dashboards

Dashboards make it easy to measure, monitor and analyze performance in key result areas. Strategic alignment and goals are directly linked with day to day performance. Reports in multiple formats can display measurement of:

• Key Performance Indicators (KPI) by person, position or department
• Leadership Skill Level
• Management Skills Level
• Employee Skill Level
• Motivation Level of each person, or an entire department
• Innovation in progress and completed
• Goals in process or completed
• Skill Improvement trend analysis year over year
• Conduct and compliance with critical protocols
• Employee documentation by category and volume

An alert system reminds managers when it is time to review performance, schedule meetings or document employee performance.

Increase Employee Performance | Performance Management System Software

A Better Way to Increase Employee Performance & Productivity

Effective performance management systems fully engage employees at all levels. (Removed Content) Increase financial results are produced by linking daily activities with management best practices and valued incentives. Performance Path ® shifts employee focus from pay to skill and initiative. Aligning and realigning incentives with goals and strategic objectives creates agility and competitive advantage. The relative cost of compensation and benefits decline, The net result – a bigger bang for your human capital bucks.

Areas of Customization

Performance Path ® is totally customizable. It is easily adapted in whole or in part to your specific needs.

• Performance Based Job Descriptions
• Job Specific Appraisals
• Incentive Profiler
• Defining Management Accountabilities
• Custom Reports
• Coaching Development Work Sheets
• Team Matrix
• Performance Dash Boards and Score Cards

Is your company looking for a Complete Performance Management System?  Contact Performance Path today to find our what we can do for YOUR business.

Performance Path Model | Complete Performance Management System

Performance Path ® is a high performance work System. The Model includes Performance Based Job Description, Performance Appraisal, Incentive Cache and Performance Leadership. In addition, optional application supporting goal setting coaching, employee documentation, performance dashboards and more.

• Next Generation Performance Management System
• Get managers and staff to think like owners
• Interlocking information technology with organizational psychology
• Creates a culture of achievements not entitlements
• Increase performance while lowering relative cost
• Get the potential your strategy promises
• Performance Based Job Description, Tell Them How to Excel

They Provide:

• Measurable, job specific work requirements, prioritized and linked with strategy and goals.
• Conduct areas defined in measurable terms.
• Targeted areas of innovation and excellence beyond work requirements.
• Defines qualifications and career path opportunities.

Performance Appraisal, Rating “Human Factors” Performance:

• Objective & legally defensible.
• Weight performance according to strategic impact and difficulty of job.
• Link individual performance with Key Performance Indicators (KPI's).
• Measures Leadership Skill Level, Employee Skill Level, Individual Motivation Level and more.
• Managers and employees are discussing what is happening on the job instead of what the terms mean in the appraisal.

Performance Management System Software | Strategic Mapping

In these poor economic conditions senior managers recognize the need for tighter cash flow controls and visibility into current results. The spreadsheet process is increasingly adequate. Demands are mounting from shareholders and board members. As always, operation units continue to resist change; even at a time when change is accelerating in many industries.

Performance Path ® software is web based software readily accessible anywhere in the world. Activate your current performance management system or design a new system to meet your current and future needs.

Performance Path ® effects change increasing performance and productivity by linking strategy and goals with employee passion. Performance Path ® creates a culture of achievement, not entitlement. The end result:

• Reduced compensation costs while rewarding employee commitment and loyalty.
• A Strategic steering wheel linking effort and innovation with results.
• Clear line-of-sight between strategy and employee behaviours.
• Execute rapid response to changing market forces.
• Increased employee compliance with policies, procedures, job requirements.

Performance Management Systems | Employee Motivational Tool

Measure Performance, Contain Costs, Drive Innovation

Performance Path ® Value Proposition

Performance Path ® is a next generation complete performance management system. By linking information technology with organizational psychology Performance Path provides accurate measures of frontline performance, new methods to contain costs in compensation and drive innovation. For the first time managers will have the tools they need to align competing priorities and accountability, reduce relative cost, melt resistance to change and steer the workforce like a captain steers a ship putting YOU in charge of your future!

Performance Path® allows your business to;

• Drive Strategic Change
• Reduce Relative Costs
• Hardwire Accountability
• Target Increases in Innovation and Value Creation
• Increase Overall Motivation and Employee Performance
• Next Generation Appraisal System

History - Performance Path | Business Management Consulting

Business performance management (BPM) has made great strides over the last decade. Certainly balanced score cards and dashboards help managers plan, monitor and analyze results. Executives implement performance management to improve execution of strategy, increase efficiency and become more agile competitors.

The oversight … human energy. Human energy is what drives progress. All BPM systems use goal setting and Key performance indicators to measure, monitor and analyze performance. These are lag measures. Relaying on these factors alone is like driving your car by looking in the rear view mirror.

Managers and employees need the information and motivation to drive success. Front line decisions (Lead Measures) drive bottom line results. Goals and objectives (Lag Measures) measure results. Employee motivation affects everything – customer relations, costly errors, and delayed responses.

Performance Path ® was developed over a number of years by psychologist and human behavior analyst Rod Waddell. In an effort to ‘find a better way’ to manage employees and bottom line results, he developed Performance Path ® and Incentive Cache™.

Business Consulting Training | Employee Motivational Tool

Our Mission

We provide dynamic technologies that instantly transform business strategy into business reality. Our clients become agile change masters leaping ahead of slow to change competition. We tangibly link organization mission with employee passion and guarantee results.

Company Profile

Mr. Rod Waddell has worked with such prestigious organizations as, AT&T USA, Barclays Private Bank, British Caymanian Insurance, CIBC, CUC, Cayman Islands Government, Cable and Wireless, Dresden Bank Latin America, Colgate, Chevron USA/CCR, Exxon, GM of Canada, and Tropical Shipping. to name a few.. Mr. Waddell has recently qualified as Advisor Specialist with Investors In and People UK.

After 20 years of leadership experience Mr. Waddell continues to enjoy building business success through innovative and teamwork.

Management Consulting Training | Strategic Mapping

Performance Path ® was developed as a follow-through tool and process to insure a measurable way to not only report on, but to ensure the business objectives are communicated and achieved at every level of the organization.

“It starts with a detailed and measurable Job Description that clearly defines the expectations between employer and employee. Once established, managers can focus on a positive approach to help the employee meet the metrics who are then rewarded with the proper incentive.”

Immediately upon return to work, each participant’s supervisor receives a copy of the employee’s performance improvement targets and together they review and select one or two high priority targets to implement, and a review date is set.

The supervisor uses an Incentive Cache ™ to reinforce performance improvement and the supervisor may use an Incentive Cache ™ to strengthen the transfer of new or improved skills demonstrated on-the-job. Job Link™ training creates a tangible link between specific on-the-job skills, job-linked training, and on-the-job performance.

Business Coaching And Consulting | Effective Performance Appraisal

Performance Path®, the next generation in Workforce Management Systems, is designed specifically to help you tap into that most powerful of all motivators: Linking the individual values and desires of your people to the objectives and strategy of your organization. Performance Path® delivers:

• Faster execution and sustainable strategic focus
• Lower costs
• Best practice management skills
• Accurate measures of employee skill and motivation levels
• Employee and customer satisfaction
• Improved process efficiency
• Improved output quality
• Increased innovation
• Increased profitability

Find out more about Performance Path® and our consulting services. Please contact us if you have any questions or if you’d like to schedule a free demonstration of our robust software suite at your convenience.

Performance Management System Software | Business Coaching And Consulting

My frustrations are at an all-time high…unlike our revenue. We have implemented scorecards and business management systems to try and increase our efficiencies. Some have increased - but not enough. It still takes too long to get my initiatives implemented. Too many just die on the vine. I am sick and tired of not being able to get things done on time, or on budget. 

It’s not that people don’t care…I just don’t think they realize how critical these initiatives are not only to their jobs but also to the future of this business. We must execute like a well-oiled machine, not like a hand-cranked generator. I want nuclear fusion. 

We need some way to link everyone’s work to more than a pay check. We must motivate people to engage daily, not just before the close of the budget year. People must think innovatively on their own instead of expecting someone else to do it. I know they see ways we can cut costs and improve quality. If we can save money now, we can expand our business in other ways. That is real crisis management. We have got to harness the power of our people’s brains and backbones. 

If you want to create a culture of achievement not entitlement, Performance Path® can get you there. Our software system enables management to tap individual passions, link them to corporate strategies and objectives, and steer a purpose-driven workforce to success.

Belt Tightening In Organization | Performance Appraisal Process

Performance Path ® provides an easy, cost effective way to achieve belt tightening.

• Objectively separate those that add value and those that don’t
• Close the skill gap between highest and lowest performer.
• Pay-For-Performance, quantify management skill Level.
• Increase innovation and alignment, quantify leadership skill level.
• Pay For Performance, accurately measure employee skill level.
• Motivate or replace, accurately measure employee motivation level.
• Reduce costs with non-financial incentives that engage employees, and drive performance.

Belt Tightening Inside YOUR Organization | Complete Performance Management System

The first or second largest expense in almost every organization is labor. Studies show that 60-75% of an organization’s overhead expenses are consumed by their people.

Organizations must:

• Assess the top line versus cost structure.
• Cut discretionary spending.

Now, imagine if your employees could be just 5% more productive every day. Obviously, this would have enormous positive impact on your bottom-line. So, the question of the day is: How can you improve your human capital?

• Ensure employee commitment during cost cutting by asking them how to minimize cost.
• Identify the day-to-today actions staff must perform to drive value.
• Attract and keep top talent by rewarding performance not putting in time.
• Create a value mindset by linking staff actions and incentives with business value drivers
• Ensure full engagement of employees by providing highly valued low cost incentives.
• Objectively differentiate those that add value and those that don’t.
• Reduce head count based on objective assessment of skill and motivation.
• Reward staff for measurably improving individual or organizational performance.
• Make managers and frontline supervisors reward employee merit.

Performance Management Systems - Economic Shift

Increase Performance While Containing Costs

Managers must understand the Business Drivers outside and within their company.

Outside Business Drivers

Over the next five years millions of baby boomers will retire. No doubt they will be spending less and possible looking for part time work. The demographics are changing around the world forcing dramatic changes to business models. Read Harry Dents “The Great Depression Ahead.”

A simple assessment of risk may include identifying the risk factors and rating them on their potential impact and likelihood of occurrence. Next, consider the possible scenarios and decide how you would structure your organization to effectively deal with them.

What are the products or services offered today?

What areas are most profitable areas now?

What will remain profitable in the future?

What will your company look like in five years?

Restructure to increase resilience and competitive advantage.

Economic Shift | Business Management Consulting | Staff Appraisals

In these turbulent economic times it is imperative to increase efficiency and retain the commitment and loyalty of our employees. Many organizations will cope with the current difficulties by reducing budgets, cutting prices and lowering head counts. While this may be momentarily prudent, more must be done to sustain long term success.

Performance Path ® is a unique and effective performance based program which drives leadership, identifies key performance, provides a results driven reward program - Incentive Cache ™ and a proven track record of improving productivity by creating a culture of achievement not entitlement.