Ms. Lebing provided three examples of how agencies can design incentive programs to reward managers for organizational performance on these balanced measures. The examples illustrate three simple approaches. Traditional Performance Award Process. Managers' performance plans can incorporate organizational performance in their performance elements. Straight-line Incentive Program.
Agencies can design an incentive program for managers that is separate from the appraisal process.
The incentive program would set organizational performance goals for managers and grant awards based on the achievement of those goals. All of the goals must be met to receive the award in this example. A variation of this program gives the manager a third of the whole award amount if only one of the goals is met, two thirds of the amount if two of the goals are met, and the whole amount if all three goals are met. Using an Intensifier. Another incentive program uses a set of goals as the criteria for granting an award, but also uses a separate factor that affects the amount paid, either positively or negatively.