All managers recognize and understand this importance, yet they are reluctant to perform these much needed performance appraisals.

In a 2005 survey conducted by Jericho Consulting, we found that the overwhelming reasons for a managers hesitancy to conduct these appraisals was 1) a lack of an easy to use yet comprehensive performance management tool; and 2) not really knowing what size of salary/wage increase to give to an associate.

In order to address these two very valid reasons, Jericho developed Managing Associate Performance Software (MAPS), a system for evaluating associates’ performance and measuring their achievements; for communicating expectations to subordinates; for rewarding good producers; and in some cases, for justifying necessary steps to correct nonproductive associate performance. As managers and supervisors, our success and that of our organization depends upon maximizing the performance of our staff. In order to achieve this, proper associate appraisal and development is essential. Performance appraisal and associate development, along with goal setting and planning, are some of the most effective tools which management can use to maximize associate performance, as these activities provide a framework for communication and advancement. Managing Associate Performance Software (MAPS) can help you attain not only your own goals but those of your associates as you work toward maximizing organizational effectiveness.

MAPS is also a process for improving associate skills, increasing associate longevity, and making fair and equitable decisions about salary adjustments. Most of all, MAPS is a system for bringing expectations into the open, thereby fostering a sense of mutual accomplishments, cooperation, and teamwork within your group working toward the accomplishment of organizational objectives.

Here’s how MAPS works! Designed to run on Microsoft Excel, MAPS uses a series of competencies each of which are weighted and rated based upon the associate’s position and performance. Competencies evaluated are in the areas of Personal Qualities, Managerial/Leadership ( for supervisory associates), and Adherence to Core Values. Once completed, MAPS will make a recommendation for a salary increase, based upon the associate’s current salary and CompaRatio. And while every performance appraisal has a degree of subjectivity to it, MAPS takes the subjectivity out of the salary administration. No more having to justify the salary increase, or lack thereof.

MAPS was introduced into two pilot organizations in 2006 and was tested and refined for two years. Here’s what one CEO has to say about MAPS .

“MAPS has been the best HR tool we have implemented to date. It has helped to increase morale, provide structure to our performance management system and keep our salary administration in line with our budget. This is one system every company should have!!!" -Pat Haggerty CEO Retail Employees Credit Union

If you’d like to receive a free demonstration program of MAPS, click below and provide the requested information. Or call Joe Budnick direct at 763-464-3236.