Welcome to ISPI Texas Chapter

ISPI (International Society for Performance Improvement) has been helping business professionals understand how to engage and facilitate performance improvement in the workplace since 1962, using the principles of the (HPT) or Human Performance Technology model.

We're actively looking for volunteers and members so please reach out to us!


august, 2020

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About Us

Welcome to the Texas (Statewide) Chapter of ISPI

We are a big chapter for a big state. To reach across Texas we combine virtual meetings and events with local on-site events. Our board members serve from throughout the state. We are actively seeking volunteers and members so please reach out to us with the contact form below.

WE help solve your workplace performance problems!

At our ISPI Texas meetings, We encourage you to share an operational or behavioral performance challenge at work. Once identified, our members go into ACTION and use evidence based skills, tools and techniques outlined by the ISPI Performance Improvement Standards to give you relevant insight into a best practice intervention that aligns your business objectives with worker expectations.

The International Society for Performance Improvement (ISPI)

ISPI was founded in 1962 and has been helping business professionals understand how to engage and facilitate performance improvement in the workplace. We are dedicated to improving productivity and performance using the principles of the (HPT ) or Human Performance Technology model.


The mission of the International Society for Performance Improvement (ISPI) Texas Chapter is to help provide our Members with education and learning tools for developing, customizing and delivering the use of Human Performance Technology (HPT) for performance improvement.


Our vision is to advance the knowledge of Performance Improvement education within the Texas business community and share the vocational HPT skills necessary to promote positive behavior change in our area workforce.


The ISPI Texas goal is to become one of the BEST performing ISPI Chapters in the U.S. and Internationally.

Human Performance Technology (HPT) has been described as the systematic and systemic identification and removal of barriers to individual and organizational performance. As such, HPT is governed by a set of ten underlying standards that serve to differentiate it from other disciplines and to guide practitioners in its use. The first four are principles and the last six are systematic processes.

1. HPT focuses on outcomes. Focusing on outcomes, that is results, allows for questioning, confirming, and reconfirming that people share the same vision and goals, the job procedures support productivity, efficiency, and quality, and that people have the knowledge, skills, and motivation they require.

Where is there an opportunity or a performance gap, a difference between the present and the desired levels of performance? Outcomes or results of an intervention will be measured to determine whether or not performance has improved. Sometimes it is necessary to challenge the assumed answer to a problem or the expected event or activity of an intervention and instead focus on the accomplishment or business need that is the client’s true priority.

2. HPT takes a systems view. Taking a systems view is vital, because organizations are very complex systems that affect the performance of the individuals that work within them.

It is important to distinguish a systems approach from a process model. A process contains inputs and outputs with feedback loops. A system implies an interconnected complex of functionally related components. The effectiveness of each unit depends on how it fits into the whole and the effectiveness of the whole depends on the way each unit functions. A systems approach considers the larger environment that impacts processes and other work. The environment includes inputs, but, more importantly, it includes pressures, expectations, constraints, and consequences.

3. HPT adds value. This is an assessment that clients will be asked to make. Clients should be offered a process that will help them fully understand the implications of their choices, set appropriate measures, identify barriers and tradeoffs, and take control.

While HPT requires a focus on intermediate goals (such as improving quality, customer retention, and cost reduction), its success is measured in improvements in desired business outcomes (such as sales, profitability, and market share). Alignment of individual performance to intermediate and business outcomes is critical to the HPT methodology. Measurement of results at both of these levels serves two important purposes, that of communicating the importance of what is being done while also assessing the amount of performance improvement.

4. HPT establishes partnerships. Performance improvement professionals work in partnership with clients and other specialists. A collaborative effort involves relevant stakeholders in the decision-making process and involves working with specialists in their areas of expertise.

Working collaboratively includes sharing decisions about goals, next steps to take in the process, and implementation strategies as shared responsibilities. Partnerships are created from listening closely to clients and colleagues, trusting and respecting each other’s knowledge and expertise.

5. Be systematic in the assessment of the need or opportunity. Analysis occurs in the beginning of the project. Needs or opportunity analysis is about examining the current situation at any level or levels (society, organizational, process, or work group) to identify the external and internal pressures affecting it. This process will determine the deficiencies or performance gaps that are to be remedied. The output is a statement describing the current state, the projected future state, and the rationale or business case for action or non-action.

6. Be systematic in the analysis of the work and workplace to identify the cause or factors that limit performance. Cause analysis is about determining why a gap in performance or expectations exists. Some causes are obvious such as new hires lack the required skills to do the expected task. This step in the systematic process will determine what should be addressed to improve performance. The output is a statement of why performance is not happening or will not happen without some intervention. Job task analysis includes the identification of the important tasks that employees must perform and the knowledge, skills, and abilities to perform them. The output is performance objectives that describe the desired performance, delineate the conditions under which the performance is done, and identify the criteria for successful performance.

7. Be systematic in the design of the solution or specification of the requirements of the solution.Design is about identifying the key attributes of a solution. The output is a communication that describes the features, attributes, and elements of a solution and the resources required to actualize it.

8. Be systematic in the development of all or some of the solution and its elements. Development is about the creation of some or all of the elements of the solution. It can be done by an individual or a team. The output is a product, process, system, or technology. Examples include training, performance support tools, a new or re-engineered process, the redesign of a workspace, or a change in compensation or benefits.

9. Be systematic in the implementation of the solution. Implementation is about deploying the solution and managing the change required to sustain it. The outputs are changes in or adoption of the behaviors that are believed to produce the anticipated results or benefits. This standard is about helping clients adopt new behaviors or use new or different tools.

10. Be systematic in the evaluation of the process and the results. Evaluation is about measuring the efficiency and effectiveness of what was done, how it was done, and the degree to which the solution produced the desired results so that the cost incurred and the benefits gained can be compared. This standard is about identifying and acting on opportunities throughout the systematic process to identify measures and capture data that will help identify needs, adoption, and results.


Daryl Harshbarger

Daryl Harshbarger


Kerry Romine

Kerry Romine

VP Finance

Michael Fritsch

Michael Fritsch

Chapter Liaison/Mentor

Deborah Hood

Deborah Hood

VP of Publications

Stephanie Mclendon

Stephanie Mclendon

VP of Programs

Manolo Martinez

Manolo Martinez

Webmaster/Tech Support

Rose Baker

Rose Baker

VP of Community Services

Janine Ello

Janine Ello

Chapter Support

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