Describe HOW your organization’s work and jobs enable employees and the organization to achieve HIGH PERFORMANCE.

Describe HOW compensation enables employees and the organization to achieve HIGH PERFORMANCE.

Describe HOW career progression enables employees and the organization to achieve HIGH PERFORMANCE.

Describe HOW related workforce practices enable employees and the organization to achieve HIGH PERFORMANCE.

Within your response, include answers to the following questions:

5.1a. Organization and Management of Work

(1) HOW do you organize work and jobs, including skills, to promote cooperation?

HOW do you organize work and jobs, including skills, to promote initiative?

HOW do you organize work and jobs, including skills, to promote EMPOWERMENT?

HOW do you organize work and jobs, including skills, to promote INNOVATION?

HOW do you organize work and jobs, including skills, to promote your organizational culture?

HOW do you manage work and jobs, including skills, to promote cooperation?

HOW do you manage work and jobs, including skills, to promote initiative?

HOW do you manage work and jobs, including skills, to promote EMPOWERMENT?

HOW do you manage work and jobs, including skills, to promote INNOVATION?

HOW do you manage work and jobs, including skills, to promote your organizational culture?

HOW do you organize work and jobs, including skills, to achieve the agility to keep current with business needs?

HOW do you organize work and jobs, including skills, to achieve the agility to achieve your ACTION PLANS?

HOW do you manage work and jobs, including skills, to achieve the agility to keep current with business needs?

HOW do you manage work and jobs, including skills, to achieve the agility to achieve your ACTION PLANS?

(2) HOW do your WORK SYSTEMS capitalize on the diverse ideas of your employees?

HOW do your WORK SYSTEMS capitalize on the diverse ideas of the communities with which you interact (your employee hiring and your CUSTOMER communities)?

HOW do your WORK SYSTEMS capitalize on the diverse cultures your employees?

HOW do your WORK SYSTEMS capitalize on the diverse cultures the communities with which you interact (your employee hiring and your CUSTOMER communities)?

HOW do your WORK SYSTEMS capitalize on the diverse thinking of your employees?

HOW do your WORK SYSTEMS capitalize on the diverse thinking of the communities with which you interact (your employee hiring and your CUSTOMER communities)?

(3) HOW do you achieve EFFECTIVE communication across work units?

HOW do you achieve EFFECTIVE skill sharing across work units?

HOW do you achieve EFFECTIVE communication across jobs?

HOW do you achieve EFFECTIVE skill sharing across jobs?

HOW do you achieve EFFECTIVE communication across  locations?

HOW do you achieve EFFECTIVE skill sharing across  locations?

5.1b. Employee Performance Management System

HOW does your employee PERFORMANCE management SYSTEM, including feedback to employees, support HIGH-PERFORMANCE WORK?

HOW does your employee PERFORMANCE management SYSTEM, including feedback to employees, support the achievement of your ACTION PLANS?

HOW does your employee PERFORMANCE management SYSTEM support a CUSTOMER focus?

HOW does your employee PERFORMANCE management SYSTEM support a business focus?

HOW do your compensation and related reward and incentive practices reinforce HIGH PERFORMANCE WORK?

HOW do your compensation and related reward and incentive practices reinforce a CUSTOMER focus?

HOW do your compensation and related reward and incentive practices reinforce a business focus?

HOW do your recognition and related reward and incentive practices reinforce HIGH PERFORMANCE WORK?

HOW do your recognition and related reward and incentive practices reinforce a CUSTOMER focus?

HOW do your recognition and related reward and incentive practices reinforce a business focus?

5.1c. Hiring and Career Progression

(1) HOW do you identify characteristics and skills needed by potential employees?

(2) HOW do you recruit new employees?

HOW do you hire new employees?

HOW do you retain new employees?

HOW do you ensure that the employees represent the diverse ideas of your employee hiring community?

HOW do you ensure that the employees represent the diverse cultures of your employee hiring community?

HOW do you ensure that the employees represent the diverse thinking of your employee hiring community?

(3) HOW do you accomplish EFFECTIVE succession planning for leadership positions?

HOW do you accomplish EFFECTIVE succession planning for management positions?

HOW do you manage EFFECTIVE career progression for all employees throughout the organization?

Notes:

N1. “Employees” refers to your organization’s permanent, temporary, and part-time personnel, as well as any contract employees supervised by your organization. Employees include team leaders, supervisors, and managers at all LEVELS. Contract employees supervised by a contractor should be addressed in Category 6.

N2. “Your organization’s work” refers to HOW your employees are organized or organize themselves in formal and informal, temporary, or longer-term units. This might include work teams, PROCESS teams, project teams, CUSTOMER action teams, problem-solving teams, centers of excellence, functional units, remote workers (e.g., at home), cross-functional teams, and departments—self-managed or managed by supervisors. “Jobs” refers to responsibilities, authorities, and tasks of individuals. In some WORK SYSTEMS, jobs might be shared by a team.

N3. Compensation, recognition, and related reward and incentive practices (5.1b) include promotions and bonuses that might be based on PERFORMANCE, skills acquired, and other factors. Recognition includes monetary and non-monetary, formal and informal, and individual and group mechanisms.

For additional description, see 5.1 Work Systems Description.

2005 ARTICULATED Item Links: 1.1 - 1.2 - 2.1 - 2.2 - 3.1 - 3.2 - 4.1 - 4.2 - 5.1 - 5.2 - 5.3 - 6.1 - 6.2 - 7.1 - 7.2 - 7.3 - 7.4 - 7.5 - 7.6 - P.1 - P.2