The document describes the Total Performance Scorecard (TPS) as a systematic process of continuous improvement, development, and learning focused on increasing personal and organizational performance. It outlines the key elements of TPS, including the Personal Balanced Scorecard (PBSC) and Organizational Balanced Scorecard (OBSC). The TPS cycle is presented as a 4-step process of formulating objectives and measures, communicating and linking them, improving performance, and developing learning. Common reasons for failures with balanced scorecards are also listed, such as neglecting human capital and poor communication.

1. Total Performance
Scorecard
University Of Management & Technology
Nimra Gull

2. Definition:
Total Performance Scorecard is defined as the
systematic process of continuous, gradual, and
routine improvement, development and
learning, focused on a sustainable increase of
personal and organizational performances.
TPS= PROCESS OF CONTINUOUS
[<IMPROVEMENT> + <DEVELOPMENT> +
<LEARNING>]
University Of Management & Technology
Nimra Gull

3. TEN REASONS FOR BALANCED SCORECARD FAILURES
1. Accounting approach with a systematic neglect of the human capital.
2. Emphasis mainly on financial measures rather than non-financial.
3. No explicit link between shared ambition and specific organizational
objectives.
4. No explicit link between personal ambition and ethical behaviour.
5. No explicit link between personal ambition and shared ambition.
6. Poor communication of the new way of working by management.
7. Focuses too much on the money side and not enough on delivering
organizational values, leading to a “what’s in it for me” culture.
8. Self learning and team learning are not stimulated.
9. Too many objectives defined and too many performance metrics
being measured.
10. Data on current individual and organizational performance
insufficiently available.
University Of Management & Technology
Nimra Gull

4. Total Performance Scorecard Elements:
The Personal Balanced Scorecard (PBSC)
IMPROVEMENT, Total Quality
Talent DEVELOPMENT,
LEARNING Management
Management
The Organizational Balanced Scorecard (OBSC)
University Of Management & Technology
Nimra Gull

5. The TPS-Cycle
The TPS cycle has been developed in order to guide you in the successful
implementation of the TPS concept.
1. Formulating.
2. Communicating & linking.
3. Improving.
4. Developing & learning.
University Of Management & Technology
Nimra Gull

6. •Personal mission, vision & Key Role
Formulating •Personal critical source Factor
•Personal Objectives
PBSC •Personal Performance Measure & Targets
•Personal Improvement Actions
Financial External
Perception perception •Organizational mission, vision & Key
Role
OBSC • Organizational critical source Factor
•Organizational Objectives
•Organizational Performance
Knowledge
Internal
Measure & Targets
& learning •Organizational Improvement Actions
perception
Perception
Communicating &
Developing & Linking
Plan
Learning
Continuous
Challenge Personal Do
Improvement
Talent
Improvement
Talent Result
Act Plan
Development Planning
Continuous
Act Process Do
Coaching Improvement
University Of Management & Technology
Nimra Gull
Challenge

7. Where to apply TPS in SCHOOL???
1. Financial perspective:
2. Customer Satisfaction:
3. Internal Perspective:
4. Innovation, Learning, Growth:
University Of Management & Technology
Nimra Gull