Measuring Organizational Performance
Business Analytics and Intelligence
Leaders need accurate, timely information to make decisions because it is difficult to manage what is not measured. The Hill Group designs and implements a variety of performance and diagnostic tools to measure organizational performance to support decision-making and enhance your organization’s culture and profitability.
Many of these analytics tools serve as lead business indicators that can help predict and forecast financial and organizational performance. Our unique process of survey development, organizational measurement, and performance management is designed to support your organization through a variety of assistance.
Economic Impact Assessment
Economic impact assessments can measure the impact of an organization or its programs on the economy by quantifying the direct, indirect, and induced impacts of activities and investments. The Hill Group’s approach to measuring economic impact consists of defining appropriate parameters and developing an input-output model to measure total impact.
Economic impact assessments can measure a number of changes that help to define the value or impact, including in business revenue, business profits, personal wages, and jobs.
Community Needs Assessment and Market Research
The Hill Group brings deep experience and expertise in quantitative and qualitative research and analysis to help organizations understand the existing and emerging needs of their customers, communities, and other constituents. Whether for a federally-funded program that is required to complete a formal Community Needs Assessment, a company dedicated to unearthing the evolving needs and wants of its target markets, a healthcare system seeking to perform a Community Health Needs Assessment, or a government agency interested in informing new policies and practices with robust data-driven insights, The Hill Group can help.
Employee Opinion and 360-Degree Feedback Surveys
We design and deploy internal surveys that give leaders deep insight into how their organization is functioning from the inside out. Our Employee Opinion (EO) Surveys provide a confidential platform for staff to share candid feedback on organizational strengths, challenges, and opportunities. These tools help organizations identify barriers to effectiveness, improve communication, and support long-term engagement, retention, and workplace satisfaction.
360-Degree Feedback Surveys allow individuals to assess their own performance and compare it with input from peers, supervisors, direct reports, and others. These assessments illuminate strengths and highlight opportunities for professional growth, making them ideal for leadership development, performance management, and succession planning. We help clients assess behaviors related to service, adaptability, management, communication, and interpersonal effectiveness.
Together, EO and 360 surveys support a culture of continuous learning, transparency, and improvement
Service Quality Surveys
A strong culture of service quality is linked to improved organizational performance and customer satisfaction. We help organizations implement internal and external service quality surveys that measure how well services are delivered—both to clients and across departments.
Our external service quality surveys gather customer feedback on the timeliness, professionalism, and consistency of services provided. These tools help organizations understand the customer experience, identify improvement areas, and reinforce accountability to external stakeholders.
Our internal service quality surveys help departments assess how well they support one another—critical for organizations with cross-functional teams or shared services. These surveys surface opportunities to strengthen internal collaboration and improve the overall efficiency and cohesion of operations.
Compensation Assessment, Plan Design, and Implementation
We support organizations in developing compensation systems that are fair, competitive, and strategically aligned with their values and goals. Our work includes crafting or refining compensation philosophies, designing clear and consistent job catalogs, and conducting internal equity assessments to ensure fairness across roles and departments.
We also benchmark compensation against relevant labor market data, identify misalignments, and help organizations make data-informed decisions about salary structures, job titles, and classification systems. Whether prompted by growth, restructuring, or a desire to improve retention and morale, we guide clients through thoughtful, transparent compensation design processes that reinforce mission and support long-term sustainability.
Related Case Studies
The University and its Alumni Association engaged The Hill Group to evaluate its position within the market environment, determine the desired state of the Alumni Association, assess other organizations to identify areas for internal improvement, and develop a strategy that will provide a roadmap for three to five years.
The Community College of Allegheny County (CCAC) was looking to enhance southwestern Pennsylvania’s economic competitiveness by identifying potential high-growth industries and related emerging workforce needs.
The Erie Conference on Community Development (ECCD) and the Erie Metropolitan Planning Organization (EMPO) wanted to more effectively manage and utilize public transportation assets to enhance economic development, improve public service delivery, reduce operating costs, and optimize revenues.
The Forbes Funds, a Pittsburgh-based foundation commissioned The Hill Group to conduct a study of the human service delivery system in Allegheny County, Pennsylvania, to determine if there were opportunities to enhance the system’s capacity.
A Georgia-based utility company recognized that employees are a critical asset to business operations. They desired more info on employees’ attitudes, opinions, and reactions to workplace issues. Our consulting team systematically gathered input on key issues to design a reliable, valid system for measuring a number of employee issues.
An industry trade association called upon The Hill Group to quantify the economic impact of Michigan’s new energy manufacturing.
A global telecommunications manufacturer desired to determine current customer interest in purchasing additional value-added products and services. The Hill Group also assessed customer acquisition, retention, and penetration by customer segment, particularly for value-added services and product packages.
Manchester Bidwell was in a position to enhance the capacity and sustainability of the organization. Hill Group Consultants, with support from The Heinz Endowments, completed a three-phase project, including an organizational capacity review, strategic planning process, and business planning process.
Pittsburgh Community Services, Inc. (PCSI), an agency to address causes of poverty and to eliminate its effects, engaged The Hill Group to conduct Phase II of its Community Needs Assessment throughout the City of Pittsburgh and to gain an understanding of the breadth and depth of needs held by city residents.
The Clinical Education Task whose mission was to develop recommendations that will expand the capacity of the clinical education system to allow an increase of more students in Pennsylvania’s nursing programs. They partnered with The Hill Group and identified and prioritized three major issues that influence clinical education capacity.
The Maryland Governor’s Workforce Investment Board (GWIB) wanted to address critical shortages in Maryland’s healthcare workforce and asked The Hill Group to manage and facilitate the Governor’s Healthcare Workforce Summit to engage stakeholders industry-wide in tackling this critical challenge.
In response to critical labor shortages across many important healthcare occupations, the Commonwealth of Pennsylvania was seeking to better understand the dynamics behind these troubling healthcare workforce trends, most notably an existing nursing shortage and a nursing workforce that was aging at a rate twice the national average.
Our client, a mid-sized university with over 5,000 students, was searching for answers on the feasibility of a potential esports program at their institution and a plan for program implementation.
Foundation for Indiana University of Pennsylvania engaged The Hill Group to facilitate its strategic planning process, helping the Foundation to improve its alignment with the University, maximize the use of its housing assets, and plan for impactful investments to support students, faculty, and staff.
