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PilotWorks - Scorecards tab

PilotWorks’ scorecard contains multiple modules, including readiness-, objective- and KPI-based views, that provide a centralized and personalised view of progress toward desired outcomes. For whatever purpose at hand — whether using a readiness scorecard to determine when to move to the next phase of your performance management implementation; an objective scorecard to monitor performance toward goals; or a KPI scorecard to consolidate key financial and operational metrics — Pilot’s flexible and multi-purpose scorecard acts as a beacon to help you reach desired goals.

Objective scorecards ensure everyone has a consistent view of progress towards goals

KPI detail provides underlying details about a KPI's performance measures

KPI scorecard provides a summary view of multiple key performance indicators

Key features and benefits

• Objective scorecards: Unlike traditional metrics-based dashboards, provides an at-a-glance summary of progress towards goals which may be based on multiple indicators of performance. Includes a comparison of actual vs. target, notification of underlying KPIs in trouble, and interactive commentary on performance.
• Objective detail: Provides complete details for a specific objective, including associated KPIs, their status and trend, description, owner, comments, associated initiatives, and links to related external information.
• KPI scorecards: Provides summary views across all KPIs, with at-a-glance comparisons of current actuals vs. historical performance, along with the ability to filter KPIs by time, owner, status, trend, and type of indicator or objective (e.g., leading/lagging, etc.).
• KPI detail: Provides complete details for a specific KPI, including its description, owner, score, trend, external and internal benchmarks, comments, and links to related external information.
• Unique readiness scorecards: Patent-pending approach helps organisations gauge their readiness to embark on one or more defined goals. The technique translates subjective opinions into easy-to-understand quantitative data that can be analysed to identify current gaps in readiness so resources can be deployed appropriately.
• Filter objectives and KPIs by specific characteristics: Limits displays of objectives and KPIs by specific properties such as owner, score, and timeframe, focusing attention on items that demand immediate attention.
• Below the horizon indicators (!): Flags objectives that on the surface look fine, but actually may be in danger of failing.
• Compare KPIs against external and internal benchmarks: Links internal and external metrics, such as those provided by third-party benchmarking companies, to create a truly comprehensive 360° picture of operational performance. Provides additional context for KPIs and how they measure up to other internal benchmarks. For example, compare one region or time period against another.
• User-definable performance thresholds: Enables managers to define up to five ranges for the difference between actual and target performance for both objectives and KPIs to provide a more precise gauge of status. These ranges can be mapped to a wide array of easy to understand scoring systems such as traffic light (red, green, yellow), grade school (A, B, C) or gladiator (thumbs up, down), increasing understanding and improving adoption.
• Cascading scorecards: Provides a unified view of key performance drivers across functional and divisional units; integrate financial and operational measures to provide a holistic view of the state of the organisation.
• Track any type of KPI: Define any type of KPI — leading/lagging, qualitative/quantitative, subjective/objective, financial/operational, etc. to enable a truer gauge of performance status. Pilot’s sophisticated analytical engine enables organisations to define simple qualitative KPIs or multidimensional quantitative KPIs.
• Monitor “soft” objectives: Monitoring intangible or subjective objectives, such as using qualitative or operational KPIs, enables the association of meaningful key performance indicators for all objectives, regardless of whether they are financial, subjective, or operational.
• Combine multiple KPIs into one score: Combining KPI scores, even those of financial KPIs with operational ones, delivers a more meaningful view of performance status. Weighting each KPI reflects their relative importance in meeting an objective.
• “Placeholder” KPIs: Creating KPIs before associated data is populated in the system facilitates collaboration on KPI definition without affecting higher level analyses until consensus has been reached.
• Defining KPIs: PilotWorks provides more options and flexibility in KPI definition, which in turn delivers more accurate and meaningful performance information.