This is a pretty interesting idea. It raises some questions of course. Would the score be public? I can see pro's and cons to that. Second, since we tend to manage to what can be measured, would we see employees focusing on short-term gains to boost their score at the expense of long-term projects that might not raise their score for another 6-12 months? Obviously, the way around the latter problem would be to reward based on hitting milestones.
You've led me to think of another idea. What about the idea of, instead of a score, something like reputational capital in an performance-based account. What if you started each year with $1,000 of seed money for your personal ventures. Achieve good performance in Q1 and you get another lump sum into this account -- say $5,000. Mind you in this case, this isn't cash you can remove; it's company value that you can apply to some project you'd like to try. So let's say you get to June and by then you have $9,000 in your Reputational Capital Fund. You can, working it out with your manager, take that money as time to spend on a pet project. Or, you could use it to purchase some other resource within the company that you would like to tap to help your pet project -- say, the time of an analyst, or someone who specializes in conducting user surveys. All of this would take some negotiation, of course. Maybe you could even use the funds to attend a conference or meeting related to your job but that doesn't fit into the regular budget.
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