g enerally a ccepted p eople m etrics gapm™ presented by supporting consultant name your company...

GenerallyAcceptedPeopleMetricsGAPM™

Presented by supporting consultant name

Your Company Name

GenerallyAcceptedPeopleMetrics

Welcome to Generally Accepted People Metrics™(GAPM™)! This process is designed to be asstraightforward and simple to use as possible, while

stillproviding in-depth, meaningful information to yourmanagement team.


GAPM™ has been developed over several yearsto give every employee a “voice” in the organization and to identify areas of our people approach and culture that we can improve. You will be asked to rate33 factors regarding organizational performance on ascale of 1 (low) to 8 (high).


The questions are in three performance ZONEs:Performance Zone 1: Your Performance

This zone asks you to rate yourself on several factors,how has your performance been in each of the areason a scale of 1-8 during the past month.


Performance Zone 2: Team PerformanceThis is the team you work most with in the organization,typically a department or an operating group within adepartment. The key is to be consistent with your ratings everytime you give your feedback to GAPM™.

STAY CONSISTENT!


Performance Zone 3 – Management PerformanceMANAGEMENT performance zone asks you to rateyour manager and the upper management team onseveral factors. If you do not have enough informationon upper management, then rate the factors on justyour manager. Cont….


Performance Zone 3 – Management Performance, cont.

If you can see upper management’s behavior clearly then ratethat in this section or come to an average between your ownmanager’s behavior and upper management’s behavior, youonly get to pick one number between (1-8) in each question.


Some Key Facts about GAPM™:

CONFIDENTIAL: Your individual scores are notavailable to anybody in your company. These scoresare collected through a remote web interface by aThird Party and compiled on their secure, encryptedequipment so that Nobody can find out what you rated.Please be honest… don’t over or under-rate any factor.


QUESTIONS?: If you are unclear about a what afactor is asking you to rate, you can roll your mouseover each question and click on it for a more in-depth explanation will pop up that should help you with accurate ratings.

If you have further questions you can contact yoursite coordinator.


PROTECTED: The GAPM™ process, it’ questions and approach are trademarked and copyrightprotected. Your answers, and the data you generateare also protected by People Statements, LLC, andthe summary data that is generated is protected byPeople Statements, LLC and your Company.


REPORTING: Management will receive a summaryreport of the averages of all of the people who ratedthe 33 factors. The report will give managementinsight on areas of strength or weakness in theirpeople approach in 5 GAPM™ areas:

1. Structure 2. Productivity

3. Engagement 4. Execution

5. Due Diligence


COMMITMENT: It will be management’s choice

on how to communicate the results and what to

work in response to your voice . . . however, each

organization that subscribes to GAPM™ has

made a written agreement and commitment to

take this information seriously, and to work

tangibly to improve the organizational people

approach with accountability and

Truth In Management.


You should be able to see evidence of your

leaders working towards higher levels of success

in their approach to people and culture.

Ultimately it is up to you, your voice and your

follow through to shape and guide the future of

your organizational culture and approach to

people.


• Evaluation: Everybody Takes GAPM™, it’s the voice of the people.

• Analyze: Determines what metric we select.• Implement: We all own the improvement effort

through action plan implementation.

Three Phases


EVALUATION

Measure- Where do we stand right now? • Everybody takes GAPM™, therefore everybody is

an evaluator of the culture. • There is a learning curve in becoming a good

evaluator. • We need to learn to consider the timeframe under

evaluation and only that timeframe


EVALUATION (continued)

Measure- What are we measuring?• We need to learn the metrics so we can evaluate

consistently and accurately• We need to learn to evaluate fairly giving credit

when a people metric actually improves• or reduce our rating by being honest and candid

when a people metric is actually bad for that timeframe in our culture.


ANALYSIS

As with any report or statement, your competency

with these people metrics will grow with practice:

• Where are we strong?• Where are we weak?• What are the time frames?• What resources are needed?• Where will we get the best ROI?


IMPLEMENTATIONAn Action Plan (AP) should be developed to positively

impact the metric chosen in analysis. The AP includes:• The activities/actions/goals that will positively impact the

people metric• The person responsible for championing and running

those activities/actions/goals and • The due date by which the activity will be complete, the

actions will be taken, and the goals met within the AP to drive the metric.


IMPLEMENTATION (continued)• Some metrics like Trust may take many activities and

months of time to make an impact on the metric, some like Time Management may only take a few activities and a month or two to show results in the people metric.

• The key is not to implement what’s easy to show results, but to implement activities with the best possible overall impact to the culture.

• Building good analysis competency will set up the right implementation to drive culture and thusthe metrics will improve.


Questions?

ROLL OUT ENDS THERE…THE REST IS FYI• Client Perspective• Consultant Perspective• Current Reseller Pricing (as of 2010)

EVERYTHING IS OPTIONAL

Comes to the inbox of the population you (they) set up

3rd Thurs-following Wed

Client Perspective

• Best if all in a site take it. Pre meeting with management to set up.

• Roll out meeting you provide as supporting consultant gives directions to employees

• Confidential does not equal Optional!

Client Perspective

Consultant Perspective

1)Offer the tool to improve organizational results, consensus and visibility

2)Set up with Mgmt & in the system Logistics

3)Roll out to Employees

4)Reporting/Improvement, you participate

5)Re-enroll clients every year or two for continuous cultural performance improvementand continuity

Consultant Perspective Reports generated to you or the client or

both. Also online metric trending tools Bar charts for all metrics. Trending and top

10 worst metrics identified along with resources for improvement.

Customization is always an option…3rd page or break outs?

Consultant Perspective

Cultural Metrics are LEADING INDICATORS!

Financial and Operational metrics (what most use to run their business) are TRAILING indicators

We can gain incredible visibility from the reports to HELP clients HELP themselves to better performance!

• Distributor Access Fees ($1000/year)– Waived for current PTG UCR holders May 2010 to April 2011

• End User/Client Access Fees Paid by Consultant– 50% of Suggested Retail Pricing by size of company and length of

contract (http://www.gapm.com/Comparisons.html)

– Waived current PTG UCR holders May 2010 to April 2011

– You will be billed based on clients you set up. Your clients will be billed by you and you can charge more or less than the suggested retail pricing based on what services you are providing and how you package your product and services

Supporting Consultants / Resellers

http://www.gapm.com/Comparisons.html

• GAPM™ Consultant Certification $1000– PTG UCR Holders $750 through April 2011– Certification dates TBD for 2010

• Co-Branded GAPM™ Reports $1000– PTG UCR Holders $250 through April 2011– Your logo and contact integration into reports and some of

the site functions and marketing materials.

• Customization or Add On Functions/Reports– Priced on a per project basis


Thanks, feel free to call me or email any time with questions!

Ted Garnett, 319.431.6845

Email: Ted AT resourcezone.net


PEOPLE STATEMENTS, LLC

g enerally a ccepted p eople m etrics gapm™ presented by supporting consultant name your company...

Documents

performancethis zone

organizational performance

performance zones

gapm areas

informationon upper

upper managements behavior

team performancethis

gapm process