The system will be implemented incrementally. Examine data for trends over time and across projects. If not, notify the team or individuals that are responsible for the performance measures about the data that is needed. Frequently, imprecise or ambiguous strategic goals and objectives lead to ineffective performance measures. Senior managers remedy this by setting specific goals and objectives that articulate and emphasize mission themes.
Stretch goals allow for variance of performance.
For example, rewarding project managers for obtaining 80 percent of the goals. This enhanced focus provides managers and workers with better understanding of the organization's operations. Through the use of performance measures, managers from both public and private organizations find that inefficient processes are the primary inhibitors to their organization's performance. Consequently, performance measurement often leads to business redesign to achieve higher levels of performance. The Information Technology Management Reform Act requires agencies to rethink and restructure the way they do business before making costly investments in information technology.