TOOLS/SYSTEMS DEVELOPED

 

Over the years, we have developed, customized, and used many valuable tools for/with our clients. Dr. Ridley surmised that the plethora of human and organizational development issues in the workplace could basically be addressed in what has traditionally been called performance appraisal (PA) and performance management (PM). In the late 1990s, he also urged replacing PM with the term performance facilitation (PF). That was proposed, in part, because increasingly employees deserved to be appropriately empowered given that their relevant knowledge and skills, in many situations, were at least comparable to that of their supervisors/managers; and, in some cases, so was their experience. Dr. Ridley staunchly believed such empowerment could be fostered best by valid, reliable, and practical (VRP™) tools, buttressed by policies, procedures, and practices (cf., Drucker, 1954) that are appropriately systematized. Accordingly, he developed several performance facilitation systems (Ridley, 2001, 2006, 2007; 2022); most prominent are the two outstanding ones cited below.

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(1) VRP-E³ Organization Performance Facilitation and Evaluation System™ (2.0);

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(2) VRP-E³ Employee Performance Facilitation and Appraisal System™ (2.0).

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(The beginning of those systems' names was changed from VRP™ to VRP-E³™ in 2022, when both systems were modified to ensure maximum adherence to Dr. Ridley's more recently formalized (2022, 2003) VRP-E³™ Universal Criterion-Based Decision-Making System™.)

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Some key attributes of those two systems:

 

• comprehensiveness--including types of systemically integrated components, computerized, customizable, and highly cost-effective;  

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• developed to foster maximum organizational performance, and then measure it, at the applicable individual, group/team, work unit, department/office/division, and organization level(s); 

 

• derived from a combination of classic, contemporary, cutting-edge,  common-sense theories, concepts, and application tools from relevant disciplines (e.g., psychology, organization development, human motivation and performance, management, and IT); 

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• can be used in any type of organization, and with every professional group;  

 

• fosters appropriate use of work-relevant individual/group differences among  employees;

 

• facilitates organizations’ adherence to equal employment opportunity (EEO) legal  requirements regarding diversity, equity, and inclusion by reducing/eliminating actual and/or perceived unfairness in organizations’ policies, procedures, and practices;

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• on Microsoft Access and can be accessed in two ways: (1) the internet's "cloud" via Microsoft's SharePoint or OneDrive, and (2) the entity's local area network/intranet; and,

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• includes many of Dr. Ridley’s performance facilitation and measurement innovations.

 

 

These two VRP-E³™ software systems can be used, separately or combined, via a license agreement.

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Those two leasable systems have many subcomponents/subsystems. We have begun providing some of those subsystems as purchasable stand-alone software systems. The first one is the VRP-E³™ Tasks Prioritization-Completion Monitoring and Evaluation System. This system is available in two forms: Customized and Standard. (The latter is provided without customization.)

 

Our Customized stand-alone software systems will always cost less to purchase than Standard ones. (No, that is not a typographical error.) That decision is based on the fact that while both versions will always meet our VRP-E³™ criterion, customized versions are more likely to do so at an optimum level. The price difference can encourage more frequent purchase of our customized software systems. Some upcoming stand-alone software systems will be provided only in a customized version. The first two of those are as follows: The VRP-E³™ Performance Appraisal Evaluation System, and the VRP-E³™ Team Assessment, Development, and Functioning System.

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