(Check 1 and below A = Operations monthly) C = Bus. 2 to 4 Dev’t and Mgt. Above 4 Learning and Growth Perspective Objective Key Performance Index or Target Resp. When Measure Meet Target D = Driver Warning A = Accountable Below Target C = Consulted I = Informed 1. Increase 2 to 3 years 2014-2018 Measure: Ave. Length of D = HR capacity: Promotion of key employees A = Operations Improve 2 3 years and below C = Management – competencies more than 3 to 5 years by developing More than 5 years and growing 100 hours 2014-2018 Measure: Number of man-hours D = HR high-level and above (re-evaluate for employee training per consultants and A = Operations quarterly) employee per year their range of C/I = Management expertise and 100 hours and above developing the 75 hrs. to below 100 hrs. business Below 75 hours development 10 and 2014-2018 Measure: Number of accounts D = Management team below per consultant A = Operations 10 and below C/I = Bus. / Dev’t HR 11 to 20 20 and above 5 and below Measure: Number of accounts D = Operations 2014 2018 – (to be per account officer A = Operations adjusted 5 and below C/I = Mgt / HR / BD based on size 6 to 10 and complexity of Above 10 accounts) Measure: Number of 1 idea per 2014-2018 D = Management suggestions from employee week A = Operations 1 idea per week C = Finance 1 idea per month I = Bus. Dev’t Below 1 idea per month Measure: Over-all employee 3 and above satisfaction (0 to 4 rating) (through 3 and above annual 2 to below 3 survey) Below 2 Measure: System on-time 90 to 100% D = Operations 2014-2018 completion rate (in terms of % on-time A = IT on-time achievement) achievement C = Management 90 to 100% of 75 to 90% milestones I = Finance Below 75%
1 and below 2 to 4 Above 4 A = Operations C = Bus. Dev’t and Mgt. (Check monthly) Learning and Growth Perspective Objective Key Performance Index or Measure Target Resp. When Meet Target Warning Below Target D = Driver A = Accountable C = Consulted I = Informed 1. Increase capacity: Improve competencies by developing and growing high-level consultants and their range of expertise and developing the business development team Measure: Ave. Length of Promotion of key employees 2 – 3 years and below more than 3 to 5 years More than 5 years 2 to 3 years D = HR A = Operations C = Management 2014-2018 Measure: Number of man-hours for employee training per employee per year 100 hours and above 75 hrs. to below 100 hrs. Below 75 hours 100 hours and above D = HR A = Operations C/I = Management 2014-2018 (re-evaluate quarterly) Measure: Number of accounts per consultant 10 and below 11 to 20 20 and above 10 and below D = Management A = Operations C/I = Bus. Dev’t / HR 2014-2018 Measure: Number of accounts per account officer 5 and below 6 to 10 Above 10 5 and below (to be adjusted based on size and complexity of accounts) D = Operations A = Operations C/I = Mgt / HR / BD 2014 – 2018 Measure: Number of suggestions from employee 1 idea per week 1 idea per month Below 1 idea per month 1 idea per week D = Management A = Operations C = Finance I = Bus. Dev’t 2014-2018 Measure: Over-all employee satisfaction (0 to 4 rating) 3 and above 2 to below 3 Below 2 3 and above (through annual survey) Measure: System on-time completion rate (in terms of % on-time achievement) 90 to 100% 75 to 90% Below 75% 90 to 100% on-time achievement of milestones D = Operations A = IT C = Management I = Finance 2014-2018
strama_annayu_draftv2_20130821.docx