Week 13: Developing Performance Measures: Best PracticesMissouri “Show Me Results”Increased number of jobs paying greater than $10/hour.Increased representation of minorities and women in upper salary ranges of state government and state purchasingPerformance Management IssuesPerformance Measurement -- ConceptsPerformance Measurement -- Concepts (cont.)Performance Measurement -- ExamplesPreview of Week 14Week 13: Developing Performance Measures: Best Practices•Guest Speaker: Teresa Rocha–Chief Deputy of Operations, California Department of Corrections•Missouri “Show Me” Site•Performance management issues (from last week)•Performance measurement -- concepts•Performance measurement -- examplesMissouri “Show Me Results”•Good score from “Governing” Magazine•Themes: prosperous, educated, healthy, safe, responsible•Purpose: fact-based decision making (to improve results) and public accountability•Summary sheet of results: –indicators of outcomes–concise list–meaningful measuresIncreased number of jobs paying greater than $10/hour. Total Number of Missourians Employed Year Missouri Data1990 2,443,2311991 2,479,1801992 2,515,4501993 2,489,0491994 2,566,9031995 2,697,8661996 2,772,0031997 2,768,5981998 2,735,660 1999 2,745,464 2000 2,828,380Missouri Data: Data are the total number of Missourians employed, regardless of wage, as reported to the Missouri Department of Economic Development by employers. Data for jobs paying greater than $10/hour are not yet available.Increased representation of minorities and women in upper salary ranges of state government and state purchasingPercent of Minority State Employees Earning Over $40,000 Year Missouri Data1993 5.93%1994 7.24%1995 6.70%1996 7.10%1997 7.11%1998 7.97%1999 8.14%2000 8.11%Number of minority state employees as a percentage of all state employees earning more than $40,000 a year. Total minorities in state government employment are 15%.Performance Management Issues•Rationality revisited–is performance budgeting just another attempt to rid budgeting of politics? •Can a creative manager make any outcomes look good?•What should be the consequences of agencies not meeting their performance goals?•Rewards v incentives?•Rewards to unit budget or individuals (salaries)?•Perverse incentives (i.e. too much focus on what gets measured) at expense of other things?Performance Measurement -- ConceptsPurposes of performance measurement (audiences):1. For policy makers to determine program success and relative priorities2. Public accountability–symbolic value–actual information3. Information for managers to increase effectiveness of organizationsPerformance Measurement -- Concepts (cont.)•Follow from mission/goals/objectives (workbook p.9)•Objectives: clear, specific, measurable, outcome-oriented•Performance measures:–outcome oriented•efficiency and workload can be useful process measures•outputs may be meaningful, e.g. # graduates•service measures (limitations of customer satisfaction surveys)–limited number•most directly related to objectives•meaningful•available–standards/benchmarks available (external and internal)–linked to budget choicesPerformance Measurement -- ExamplesPublic Library•Objectives–increase access to desired library materials–increase reading and improve literacy–increase information competence•Performance measures? (Focus on outcomes)Examples from your agenciesPreview of Week 14•Performance budgeting -- all Internet readings of “best practices” jurisdictions–correct Bellevue link:http://www.ci.bellevue.wa.us/Finance/Budget01_02/webtoc.htm•Review format and schedule for BCP