The document outlines a framework for developing an effective corporate performance information system including an overall framework, criteria for individual measures, and components for managing performance information. The framework consists of 6 criteria: focused, integrated, balanced, cost effective, appropriate, and robust. Individual measures should be relevant, attributable, well-defined, reliable, comparable, timely, verifiable, and avoid perverse incentives. Key components include aligning measures with strategic objectives, monitoring results, evaluating performance, and comparing performance over time.

1. A Framework forPerformance InformationSummarising and distilling the original cross-sector national guidance on performance information.This includes the overall framework for corporate performance information, the criteria for individual measures, and components for managing performance information.Paul Askewspeakingdata.org.uk

2. A. Framework for Performance Information… on the organisation’s aims and objectives.FocusedF… to, and useful for, the stakeholders who are likely to use it.AppropriateA… giving a picture of what the organisation is doing, covering all significant areas of work.BalancedB… in order to withstand organisational changes or individuals leaving.RobustR… into the organisation, being part of the business planning and management processes.IntegratedI… balancing the benefits of the information against the costs.Cost EffectiveCSource: National Audit Office

3. B. Criteria for Individual Performance Measures… to what the organisation is aiming to achieveRelevant… capable of being influenced by actions which can be attributed, and it be clear where accountability liesAttributable…with a clear, unambiguous definition so that data will be collected consistently, and easy to understand and useWell Defined… accurate enough for its intended use, and responsive to changeReliable… with either past periods or similar programmes elsewhere.Comparable… producing data frequently enough to track progress, and quickly enough for the data to still be useful.Timely… with clear documentation behind it, so that the processes which produce the measure can be validated.Verifiable… able to avoid perverse incentives – not encourage unwanted or wasteful behaviour.Incentives

4. C. Components for Managing Performance MeasuresResultsMonitorEvaluateStrategyMeasuresTargetsPurpose, objectives, plansAligned with strategic objectivesEvaluate this performance systemIntended level of performanceActual performance achievedCompare performance over time and with othersPerformance FrameworkFocusedBalancedCost EffectiveRobustAppropriateIntegratedSource: Based on National Audit Office. FABRIC. A Framework for Performance Information. March 2001.

5. D. Corporate Performance Framework – Distilled PerformanceFrameworkFocusedIntegratedBalancedCost EffectiveAppropriateRobustCost EffectivenessEconomyEffectivenessEfficiencyBusiness ActivityResourcesInputsProcessOutputOutcomeMeasures:RelevantAttributableWell DefinedReliableIndividualCriteria:Performance MeasurementComparableVerifiableIncentivesTimelyComponents: