Unique frameworks for evaluating process and system complexity
The capability maturity models included in this section are
relevant for an enterprise's corporate view. They can be accessed independently or as part
of the Integrated Performance Maturity Model. Each framework is comprehensive, providing an
in-depth scan of the capability targeted. However, when assessed together, additional
insights related to alignment and synergies are revealed.
All GPAU Maturity Models share the same assessment methodology:
Explore GPAU Organizational Level Maturity Models
A holistic assessment of corporate-level strategy and performance management, integrating all key capabilities to determine maturity and improvement priorities.
Evaluates the organization's ability to design and govern strategy in a structured, measurable, and adaptable way.
Assesses how effectively the organization designs, governs, and operates its KPI system to support evidence-based decisions.
The Performance Improvement Maturity Model complements the performance measurement capability by outlining additional key areas:
Evaluates the end-to-end employee performance cycle and how well it supports performance, development, and recognition.
Assesses how effectively the organization builds a high-performance culture that aligns people, systems, and values.
The Operations Performance Maturity Model is designed to address
the specific characteristics of managing performance at the functional area level (division,
department).
This assessment framework includes 5 key areas:
* Operational Planning
* Performance Measurement
* Performance Improvement
* Employee Performance Management
* Performance Culture.
Unlike the corporate level assessment, the 5 areas above cannot be evaluated separately.
The Employee Performance Management Maturity Model can be accessed separately or as part of the Integrated Performance Maturity Model. This framework is of interest especially for Human Capital professionals looking to bring more value to their stakeholders through the design of the employee evaluation system. A common choice among these professionals is to conduct the assessment using two models: Performance Culture and Employee Performance Management. Bringing together these capabilities in an assessment report can shed light on the alignment between corporate and individual performance management.
Explore GPA Unit’s thought-leadership magazine featuring insights, expert views, and frameworks advancing organizational maturity.
Our architecture for developing, operationalizing, and continuously improving the GPAU Maturity Models.
The CRI is the think tank and innovation lab of the GPA Unit. It explores
new frontiers in strategy and performance management through academic research, business surveys,
focus groups, and pilot projects.
It develops and tests maturity models, assessment tools, and methodologies that serve as the
foundation for GPAU Standards and certifications.
The ISA acts as GPAU's standards authority - the guardian of credibility,
independence, and trust.
The role of this body is to create the GPAU International Standards (GPAU-IS 91000 series) and
establish accreditation frameworks for organizations, GPAU assessors, and instructors worldwide.
PEA is our educational arm, preparing professionals to use responsibly, and
impactfully the GPAU International Standards and Maturity Models.
It deliveres certification and training programs for those interested in becoming GPAU Accredited
Assessors, or Instructors. Moreover, its training portfolio is highly relevant for professionals and
organizations interested to apply our maturity models internally and drive performance excellence.
The three institutions are interdependent and nurture performance excellence, through the vital role each plays for continuous improvement
Hear from global leaders redefining excellence in strategy and performance management.
Scientific Advisory Board
This body serves as the expert body responsible for:
