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Best practices for performance management

Last updated: 7 May 2026

What this does

Use this guide to combine KPIs, competencies, task workflow data, surveys, assessments, and IPA Score without turning performance management into blind scoring.

Current access and functionality

  • Verified against the current impact-web, impact-client, and impact-marketplace code on 2026-05-07.
  • Performance setup and analysis are primarily web-based for admins and managers.
  • impact-client supports day-to-day work that contributes to performance context, such as tasks, checklists, surveys, and selected dashboard/member views.
  • Staff visibility is limited to their own or permitted team/member views.
  • IPA Score, KPI, competency, survey, and assessment data depend on available feature access and sufficient data quality.

Principles

  • Use performance data to support conversation, not replace judgement.
  • Do not compare people without role and context.
  • Separate development feedback from disciplinary action.
  • Review data quality before drawing conclusions.
  • Explain how scores are calculated and what inputs matter.

Operating rhythm

  1. Define role expectations and competencies.
  2. Set KPIs that connect to business outcomes.
  3. Use task workflow and checklists to capture quality evidence.
  4. Run surveys or assessments only when there is a clear use.
  5. Review dashboards regularly, not only at quarter end.
  6. Hold manager conversations to interpret the data.
  7. Convert review outcomes into tasks, goals, or development plans.

What to avoid

  • Do not use IPA Score as the only performance decision input.
  • Do not reward volume if quality and rework are poor.
  • Do not run 360 surveys too often.
  • Do not ignore missing or stale data.
  • Do not compare new staff against mature staff without onboarding context.

Common issues

  • Issue: Scores do not match manager intuition. Fix: Check data completeness, task workflow usage, KPI setup, and competency rating freshness.
  • Issue: Staff feel scored without context. Fix: Explain the inputs and use review conversations to interpret results.
  • Issue: Dashboards show little value. Fix: Improve task, KPI, and competency setup before relying on analytics.

Related

Keywords: kpiipa-scorecompetencypsychometricssurveysdashboards