Balanced Scorecards - - The City of Jacksonville Style! The City of Jacksonville subscribes to a balanced scorecard system known as Performance Dimensions.  All of the city's process teams are required to receive training in this performance enhancement system of quality tools. During the start of the fiscal year, each of the city's approximate 90 key process teams develops a series of e-documents that are agreed to by their process team members, the Senior Leaders in their city department/ city agency, and the city's Management Analysis staff.  Those four essential e-documents include: 1)  Process Control System - a cross-functional process flow chart that also specifies the name of the process, the process owner's name, the signature of the agency director in charge, the mission of that key process, and references to the process' key measures, 2)  Process Measurement Plan - a table detailing all of the key process measures involved, operational definitions of each, frequency of data collection, short- and long-term targets, and much more, 3)  Process Performance Index - this Excel spreadsheet-driven system allows the process team, their Senior Leaders, the city's Budget Office, the city's Management Analysis Office, the Mayor's Office, and each process' sister process teams to compare the team's performance from one time period to another time period of equal length, and 4)  Plan to Achieve 105% - each process team's action plans for the fiscal year must be documented, communicated, and necessarily linked to the performance measures involved in the process team's balanced scorecard.  Such planning should address both gaps in performance (as compared to short-term performance targets) and/or performance improvement opportunities that the process team has developed/ discovered. A few examples of process measurement plans and performance indexes are found below: AF - Public Parking.pdf ERMC - Mosquito Control.pdf F&R - Supression of Fires.pdf NBAC-Pet Placements.pdf PW-Traffic Signal Operations.pdf Once a process team's balanced scorecard is agreed to by them, their Senior Leaders, and the Management Analysis Office each year, it serves as a focal point for assessing progress, and potentially performance regression throughout the year, as well as to alert key players of problems that may be occurring with a process' performance during the course of the fiscal year. Monthly performance reviews are conducted by the process teams, and independently by the Budget Office to assess each process team's success as per what is known as their Q99 (balanced scorecard) monthly score. At the end of each fiscal year, if a process team has been able to achieve 105% or better than their balanced scorecard performance for the prior fiscal year, the employees in that city department/ city agency may qualify for their annual performance bonus. The City of Jacksonville's annual employee performance bonus system requires: 1)  A score of 105% or better per key process by 85% or more of a city department/ city agency's process teams (organizational requirement), 2)  85% of that city department/ city agency's business plans to be successfully achieved during the fiscal year (organizational requirement), 3)  All Performance Management Objectives to be accomplished at a satisfactory level by the employee (individual employee requirement), and 4)  All Professional Development Plan (PDP) objectives (planned training courses) for the fiscal year to be accomplished per employee (individual employee requirement). The balanced scorecard approach is determined annually by the Mayor's Quality Management Board (MQMB) and is to be deployed by the city's key process teams with the guidance of the Management Analysis Office staff.