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

Describe HOW compensation, career progression, and 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 and manage work and jobs, including skills, to promote cooperation, initiative, EMPOWERMENT, INNOVATION, and your organizational culture?

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

(2)      HOW do your WORK SYSTEMS capitalize on the diverse ideas, cultures, and thinking of your employees and the communities with which you interact (your EMPLOYEE hiring and your CUSTOMER communities)?

(3)      HOW do you achieve EFFECTIVE communication and skill sharing across work units, jobs, and locations?

5.1b. Employee Performance Management System

HOW does your EMPLOYEE PERFORMANCE management SYSTEM, including feedback to EMPLOYEES, support HIGH-PERFORMANCE WORK and contribute to the achievement of your ACTION PLANS?

HOW does your EMPLOYEE PERFORMANCE management SYSTEM support a CUSTOMER and business focus?

HOW do your compensation, recognition, and related reward and incentive practices reinforce HIGH PERFORMANCE WORK and a CUSTOMER and 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, hire, and retain new EMPLOYEES?

HOW do you ensure EMPLOYEES represent the diverse ideas, cultures, and thinking of your hiring community?

(3)      HOW do you accomplish EFFECTIVE succession planning for leadership and 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. For nonprofit organizations that also rely on volunteers, "EMPLOYEES" also refers to these volunteers.

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. In some government organizations, compensation systems are set by law or regulation. Since recognition can include monetary and nonmonetary, formal and informal, and individual and group mechanisms, reward and recognition systems still permit flexibility.

For additional description, see 5.1 Work Systems Description.