This solution provides several Models with maps of bank indicators with decomposition to the level of branches and offices. Each model correlates a basic set of KPIs with a certain layer of a hierarchical classification.

For example, hierarchically structured model with setting of targets and indicators of the bank with its decomposition by organization structure - branch levels, offices and up to management level. Or a model that is based on the structure of the project management department and on the currently implemented projects.

Operation in system begins with selection of the required model. Taking as an example the organizational structure of the organization. In this instance a map with cities and bank branches is displayed - a higher level of the hierarchy with pointers near the city in the form of indicators with the avarage KPI of all bank branches in the region.

When reaching the average KPI of all the branches in the city/region equal to a certain pre-set value, the indicator turns green. If lower than average KPI (from 80% to 95%), it turns yellow and below 80% - red.

Finance and Credit Bank

1 quarter 2017

Finance and

Credit Bank

Lviv

0%

Finance and

Credit Bank

Kyiv

0%

Finance and

Credit Bank

Odesa

0%

Fig. 1. Consolidated view. Cities with branches of the bank.

Upon clicking on a city or region, a city map with F&C bank branches are displayed. Just as in the previous view/image, the map of the city is displayed with the color-coded indication. But the map is displaying the average KPI of a certain branch or office of F&C bank.

Finance and Credit Bank.Kyiv

1 quarter 2017

Finance and

Credit Bank

Kyiv.

Branch 1

0%

Finance and

Credit Bank

Kyiv.

Branch 2

0%

Fig. 2. Consolidated view. Branches of the bank on the city map.

When you click on the branch of the bank it proceeds to map the strategic objectives of the Bank. Each strategic objective is assessed as a percentage and also has a color display, based on the average performance of all indicators, the implementation of which is estimated to achieve a strategic goal. The arrows between the strategic objectives reflect a cause-and-effect relationship of the goals or their correlation.

Finance and Credit Bank.Kyiv

1 quarter 2017

Finance

Clients

Internal business process

Personnel

Profitability

Target 0 %

Actual 0 %

Customer profitability

Target 0 %

Actual 0 %

Process efficlency

Target 0 %

Actual 0 %

Employee satisfaction

Target 0 %

Actual 0 %

Suffclency capital and risks

Target 0 %

Actual 0 %

Customer satisfaction

Target 0 %

Actual 0 %

New technology and products

Target 0 %

Actual 0 %

Personnel skills

Target 0 %

Actual 0 %

Fig. 3. The Strategic Map of the bank.

Strategic objectives calculation can be displayed by Fig. 4. The strategic goal of "Customer Satisfaction" is evaluated through implementation of two KPIs - "Satisfaction Index" and "Customer Loyalty." Fulfillment of the targets is multiplied by the weight of the indicators and the results sum up. The actual value of the Strategic Objective is the average value of the two measures. Plan for the purpose is set to 100%.

Fig. 4. The calculation of strategic goals of the bank on the basis of performance KPI.

As it is shown in Fig. 4 strategic objectives and performance indicators are measured quarterly. But some indicators may have different frequency. For example, for the Finance group a period of data storage - a month. To bring value to the values for the months by quarter, in terms of prescribed formula for automatic grouping of data for the quarters. Only then calculated quarterly performance of the purposes of the Finance group. If the Pictures are not absolute values and relative, in this case, the grouping of values at the city and the whole bank is made by taking the average value.

Each branch in the system has its own strategic map with targets and KPI indicators. The consolidation of the values to the level of the city and in the end at the level of the bank is produced by indicators. Consider the example in Fig. 5. The example shows that the rate of "net income" for all branches in Kiev is calculated by summing the indicators of "Net Income" on the branches of Kiev. Thus, each component in the system is automatically clustered at the city level, and only then the average performance of all branches in the city is calculated. The same principle is used to assess the overall performance of all the bank branches in all cities. But the value of the indicator "Net income" is summarized for all cities.

Fig. 5. Consolidation of KPI.

Each component of the system internally stores the values for all periods with specified intervals. The example in Pic. 6 shows that the values are stored every month, but it is also possible to group them by and a year or the entire history. The most common rules for grouping values is the Sum or Average. But you can also set your algorithm grouping, such as minimum, maximum, first or last value, etc.

If necessary, the frequency of data storage can be changed to any other. The values stored in the indicators can be entered manually through a web browser (shown in gray) if the user has rights to change data. Here are stored and calculated data (shown in blue).

In the system, each indicator has laid the necessary algorithms for calculating the % of completion, valuation, indicators, trend, etc. In most cases there is no need to set up their own algorithms to calculate these parameters. If you want to enter new indicators, it is enough to create them on the basis of ready-made prototypes from the existing performance indicators library. In this case the addition of the indicator is reduced to a few mouse clicks and the subsequent initial data input for the reporting periods.

Fig. 6. Examples of the charts

By analogy to other decisions on the KPI Suite system, in this solution it is also possible to group indicators for which performance heads of all levels are responsible and to make the calculation of performance of all indicators for which the head is responsible. Results of an assessment can be used for the motivation system for the employees.