How to setup a


In a few steps, you'll be on your way to performance review simplicity

The following is a simplified guide to setting up your own scorecard. For more details or a more in-depth guide, please check out this book.

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How to make a


In a few steps, you'll be on your way to performance review simplicity

So you’ve got your employee added and now it’s time to figure out achievements, goals, weights, and score levels. Better said, it’s time to learn how to construct your scorecards. The best way to do this is to create one for yourself first as the model.Let’s get started!

Step 1 is to decide on at least 5 achievements for each employee. These should be the organizational pinpoints that will help your company succeed. You may ask why not 10 or more. Well, research indicates this will decrease the likelihood of management completing the scorecard process. It is also shown to make it easier. employees to reach their goals when they are focused on fewer at one time.Don’t worry, you can always add or subtract achievements to an employee's scorecard as needed.

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Easy Steps

Step 1:

Identify Success Measures

Decide on 5 priorities in your job to be your Achievements or Success Measures. See what your own supervisor or a peer thinks of these and modify as needed.

A quick hint is to create a role and add these as role achievements. This makes it super easy to quickly add employees, assign them roles, and save time as the roles come with preset achievements.

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Step 2
Decide Weights
Not all achievements weigh the same. Decide which job tasks are most important.
Step 3
Set Goals
Goals drive success. Meeting goals is reinforcing.
Step 4
Define Success
Understand and agreement on how success will be measured
Step 5
Start Collecting Data
Empower staff by taking data and sharing the results.

Drill down your Achievements

These are what it means to be successful. Pinpointing success measures or achievements can be difficult. It’s best to start by looking at your job description or what you are being paid to produce. Consider also what external and internal customers need and want from you.

Common achievements include: showing up to work on time, # of widgets made per week, successfully competing client billing, executing job tasks appropriately, or even wearing safety gear during regular checks. So the question is, what do you do and Which parts of your job are most vital to the organization?

In ScorecardX, These are your staff achievements and achievement templates. Some managers reference these as Key Performance Indicators’s.
Suzy is a clinical director. One of her roles from her job description is to "submit billing reports in a timely manner". This is an area that she struggles in only doing this sometimes. This is a great  achievement for Suzy.

While this is a solid achievement,  it's unclear what "a timely manner" really means or how this is measured. Let's continue and define that a bit

Identify Achievement Weights

The next thing to think about is the relative importance of each success measure or its weight. These are used when calculating an overall score for each scorecard or performance review.

In essence, not all tasks are equally important. While being a few minutes late may not be a big deal, following safety guidelines often is as this reduces overall org costs. In this case, a manager may assign a weight of 200 to safety achievements and only 100 to the achievement of showing up on time. This allows the final score to be more heavily influenced by the important achievements.

Weighting can be done in a couple ways but we recommend you try to make your achievements for any employee total 100 points.


In Suzy's role, the only way for her organization to make money is when she submits those reports. Often when submitted late, this results in late payments, a longer time to fill out the billing reports due to working from memory, and sometimes reports not being submitted at all or money lost.

This is an important achievement and therefor will be weighted at 33pts while her other 4 achievements weights are each 16.75pts each (the remaining 67pts). This means that as an organization, we say that billing is twice as important as your other tasks, but the others are also important too

Assign Goals to each Achievement

While doing 100% of the job or task is obviously desired, it may not be realistic in the moment for an employee as a goal. If the situation supported it, they probably would be doing that already. Employees aren't typically lazy, instead it's the environment that leads to low work outputs. In cases where your employees starting score may be low, a low goal would be good too.

Scorecard X utilizes two goals. The Ideal Goal and the Current Goal. We want the employee to know where she is expected to perform eventually, but we also want her to know where she is expected to perform in the near future. Since smaller improvements are easier to attain and therefore be reinforced this is the suggested method.

All achievements should have a goal. Often, managers set a goal of 100% and when this is not met the employee is punished or scrutinized.


Suzy currently turns in reports on time 20% of the time. In general, she's a hard worker and very bright but for some reason she just isn't getting reports in on time. Suzy's starting current goal could be 40% while the ideal goal is 100%

Figure out how to Measure Success

In scorecard X, this is the description of your Achievement and it's varying levels of success. It will be a convenient method to reference more details about an achievement and detail how it will be measured for both your staff and managers.

Now that you’ve figured out some achievements, let’s go over how to create objective measures for your achievements. Four easy categories to use to measure are quality of work produced, quantity, timeliness or cost. Check out this simple example. And don’t worry, if you struggle here, if you reach out the ScorecardX customer support team will be happy to assist.


Suzy currently turns in reports on time 20% of the time. This would be defined as turning in a report within 48 hours of the last billable hour of the service. In general, she's a hard worker and very bright but for some reason she just isn't getting reports in on time. She has 10 due per week and is only submitting 2 on time.

Suzy's starting current goal could be 40% in on time while the ideal goal is 100%. We would consider anything less than 3 on time a 0% to discourage staying at the same performance level.


3 or less on time = no points earned
4 on time = 40%
7 on time = 70%
10 on time = 100%

You will do this step for each achievement.

Start Scoring Cards

Once you have identified 4-6 achievements for yourself or your employees it's time to start scoring cards. ScorecardX makes this easy. When you are in the app, open the menu and click Conduct Eval. From there you can pick the employee and begin the eval.

Scoring works by taking the total % towards the MAX the employee earned and multiplying this by their Weight. After a few consecutive times of meeting the goal, it's time to raise it another level.


Suzy currently turns in reports on time 20% of the time. Although her manager John wants her to do this 100% of the time, he realized it wasn't an attainable goal for a single reporting period to improve from 20 to 100 percent. John set Suzy's Ideal Goal at 100% and her Current Goal at 40%. She has 2 other subgoals at 60% and 80%.

When providing a score, John enters her raw score that she earned for that week and the app does calculations to identify how close to the goal Suzy has come. ScorecardX not only calculates her score for this single achievement. but also outputs an overall score taking into account the weight of each achievement.