Track every person's, team's and company's KPIs on a scorecard with targets set month by month. As soon as an actual is entered, achievement is calculated, the band updates and the score is ready for the review.
The KPIs that measure day-to-day work are tracked on the scorecard every month. When a KPI falls below target, you open a corrective action right on it. If the fix is bigger than one action, you turn it into an OKR and make it the team's goal for the quarter.
Delays come from shipment planning. Warehouse and sales plans will be matched every week.
Make our deliveries something customers can count on
You decide who supplies each KPI's data: the person, their manager or a system. Achievement, band and score are calculated in Devokr on every entry, so nobody has to maintain formulas by hand.
When the review starts, the scorecard score is locked in and enters the KPI section as a score. A manager can change it only by giving a reason, and the calculated score and the change are kept separately.
New customers against a target of 40
With a 120% cap, the excess doesn't count
Weighted by perspective and KPI
Library, templates, Balanced Scorecard, team scorecards, scorecard sign-off, reminders and reports.
Define each KPI your company measures once: its unit, direction, frequency and band thresholds. For ratio KPIs you enter the numerator and denominator separately, so the period value is calculated correctly.
Set up the KPI set and weights for a job title or team once, and build scorecards from it. Spread annual targets across months evenly, by a profile or by hand.
Start with the Financial, Customer, Internal Processes and Learning and Growth perspectives, or define your own. Weights are set per perspective, then per KPI. KPIs link to strategies, and the company scorecard works as your Balanced Scorecard.
Team KPIs roll up from sub-teams on their own. A manager's scorecard includes their team's score as a single line.
At the start of the period the scorecard goes to the employee for sign-off. If a target changes, the reason is recorded and past months stay as they were.
Whoever supplies the data is reminded when an entry is due or late, and the employee and manager are alerted when a KPI falls below target. The scorecard score and pending entries appear on the dashboard.
Use the scorecard report, KPI status summary and data entry compliance report to see who hasn't entered which month, and export the results to Excel.
A KPI is an indicator that keeps measuring the health of routine work, such as on-time delivery, scrap rate or customer satisfaction. An OKR is an ambitious goal set to change something within a period. In Devokr they work together: an action opened for a KPI below target can be turned into an OKR when the fix needs it.
A KPI scorecard brings together the targets, monthly actuals, achievement and weighted score of the KPIs a person, team or company tracks over a period. In Devokr, scorecards are grouped by perspective and show each month's status as a colored band.
Yes. The Financial, Customer, Internal Processes and Learning and Growth perspectives come ready, and you can change them or add your own. KPIs on the company scorecard link to perspectives and strategies, with weights set first per perspective, then per KPI. Person and team scorecards use the same perspectives.
You decide who supplies the data for each KPI. People can enter their own values, a manager can enter the whole team's values in one grid, values can be uploaded in bulk with an Excel template, or they can flow in from ERP and production systems through a database integration.
You can set a cap for each KPI. With a 120% cap, for example, 160% achievement counts as 120%. The scorecard shows raw achievement next to the achievement that counts, and names the rule that limited the result.
You add a KPI section to the period review and set its weight. When the review starts, the scorecard score is locked in and enters the section as a score. Managers can change it by giving a reason. The same score can serve as the performance axis on the 9-Box and in calculating bonus multipliers.
Define your KPIs, build scorecards from a template and enter the first month's actuals with your team.