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Performance dashboard/Metric setup

Posted on 2014-09-27
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Last Modified: 2014-10-03
I am working on creating a performance dashboard and need some help with metric configuration.  I want to have the information drill-down the from institution to the metric level.  

I want to show performance based on:
- metrics %
- provider/metrics %
- department/metrics %
- institution/metrics %

Ie:
company
-department
--provider
--metric

Note:
- there are 18 (--metric) that role up to each provider as (%)
- 8 departments
- with ~ 50 providers

Application I am looking to use; excel, crystal dashboards , tableau.
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Question by:Eric Love
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Danny Child earned 2000 total points
ID: 40348631
sounds like you're focusing on how to achieve the drill-down, is that right?

... and that sounds like a lot of data...
- there are 18 (--metric) that role up to each provider as (%)
- 8 departments
- with ~ 50 providers


You may want to also look at this from a different angle:
http://staceybarr.com/measure-up/21-measuring-for-collaboration-not-competition/
http://staceybarr.com/questions/howtogetstarted/

My perspective on this would be to start small, with a known-troublesome area, and allow the metrics to define the issue, and then to show improvements after fixes were applied.  Hopefully, that would allow the management to give further resources to the remedies, and for the staff to see that their jobs got easier and more satisfying.  

I think your top-down approach may have trouble gaining traction unless it's already very embedded as a practice.
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Author Comment

by:Eric Love
ID: 40349178
DanCH99,

Thanks for your response. I think your correct about starting small and there is a lot of data to be considered.  This type of tracking is something new.  Would you have any insight on method to summarize the %'s across the groups or convert to somthing else?

Thanks.
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LVL 23

Expert Comment

by:Danny Child
ID: 40359306
I'd start with Stacey's site above, and go from there.  
The biggest hurdle to cross is in people's heads - the key message to convey is that this is a) to help them get rid of the annoyances in their working lives, and b) to let them demonstrate that they're doing a good job (or at least getting better when dealing with tough jobs!).

There's a natural tendency to want a whizzy dashboard with overviews of everything, but I think it misses the point, especially in the early days.  

Let the metrics define the problem.  Let the users come up with solutions, and let the resulting metrics after that show the improvements.  But get as FEW as possible.
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