Internally focused incentive programs should be aligned with the achievement of PPP objectives and thus be used to shape employee behaviour, increase motivation and improve productivity. In particular, these programs could be considered when staff are expected to be 'stretched' for a certain period of time e.g. due to resourcing constraints. Employees should be consulted during program design to assist decision-makers with developing appropriate criteria including what should constitute 'reward' and deciding what the rewards should actually be. Although rewards are likely to be dependent on circumstances and specifics, it could include additional professional development opportunities, performing higher duties, etc. It is important that internal KPIs are set at the optimal level (i.e. achievable but without being too easy or difficult to attain) and relate to specific goals. This may, for instance, equate to a percentage increase in productivity ratios or the development of an innovative idea or practice that leads to economies of scale. The effectiveness of incentive programs including reviewing employee outputs against achieving targets should be conducted monthly.