TRAINING AND DEVELOPMENT (TAD)
El propósito de Training and Development, perteneciente al Nivel 2, es asegurar que las personas poseen las técnicas necesarias para realizar sus trabajos y desarrollar oportunidades. El principal objetivo es eliminar los obstáculos entre las técnicas individuales actuales y las técnicas necesarias para el desarrollo de las tareas. Cada unidad desarrolla una plan de entrenamiento que permite asegurar que todas las personas tienen las técnicas necesarias para su trabajo.
Goals
1- Individuals receive timely training that is needed to perform their assignments in accordance with the unit’s training plan.
2- Individuals capable of performing their assignments pursue development opportunities that support their development objectives.
3- Training and Development practices are institutionalized to ensure they are performed as managed processes.
Commitment to Perform
1- The organization establishes and maintains a documented policy for conducting its Training and Development activities.
2- An organizational role(s) is assigned responsibility for assisting and advising units on Training and Development activities and procedures.
Ability to Perform
1- Within each unit, an individual(s) is assigned responsibility and authority for ensuring that Training and Development activities are performed.
2- Adequate resources are provided for performing Training and Development activities.
3- Training time is made available to each individual according to the organization’s training policy.
4- Individuals performing Training and Development activities receive the preparation needed to perform their responsibilities.
Practices Performed
1- In each unit, the critical skills required for performing each individual’s assigned tasks are identified.
2- Training needed in critical skills is identified for each individual.
3- Each unit develops and maintains a plan for satisfying its training needs.
4- Individuals or groups receive timely training needed to perform their assigned tasks.
5- Training is tracked against the unit’s training plan.
6- A development discussion is held periodically with each individual.
7- Relevant development opportunities are made available to support individuals in accomplishing their individual development objectives.
8- Individuals pursue development activities that support their individual development objectives.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Training and Development activities.
2- Unit measures of Training and Development activities are collected and maintained.
Verifying Implementation
1- A responsible individual(s) verifies that Training and Development activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance.
2- Executive management periodically reviews the Training and Development activities, status, and results; and resolves issues.
COMPENSATION (COM)
El propósito de Compensation, perteneciente al Nivel 2, es establecer suministrar personas con remuneraciones y beneficios basados en su contribución y valor que brindan a la organización. La organización debe formular una estrategia de compensación que motive y recompense las técnicas y comportamientos que se consideran esenciales para el éxito de la organización. La compensación debe ser coordinada para establecer un sentido de equidad en el sistema.
Goals
1- Compensation strategies and activities are planned, executed, and communicated.
2- Compensation is equitable relative to skill, qualifications, and performance.
3- Adjustments in compensation are made based on defined criteria.
4- Compensation practices are institutionalized to ensure they are performed as managed processes.
Commitment to Perform
1- The organization establishes and maintains a documented policy for conducting its Compensation activities.
2- An organizational role(s) is assigned responsibility for performing or coordinating Compensation practices at the organizational level and for assisting and advising units on Compensation activities.
Ability to Perform
1- Within each unit, an individual(s) is assigned responsibility and authority for ensuring that Compensation activities are performed.
2- Adequate resources are provided for Compensation activities.
3- Individuals performing Compensation activities receive the preparation needed to perform their responsibilities.
Practices Performed
1- An organizational compensation strategy is developed.
2- The organization’s compensation strategy is periodically reviewed to determine whether it needs to be revised.
3- When appropriate, the workforce provides inputs for developing or revising components of the organization’s compensation strategy.
4- A documented compensation plan is prepared periodically for administering compensation activities needed to execute the compensation strategy.
5- The compensation plan is designed to maintain equity in administering the compensation strategy.
6- The organization’s compensation strategy is communicated to the workforce.
7- Each individual’s compensation package is determined using a documented procedure that is consistent with the organization’s compensation policy, strategy, and plan.
8- Compensation adjustments are made based, in part, on each individual’s documented accomplishments against their performance objectives.
9- Decisions regarding an individual’s compensation package are communicated to the individual.
10- Responsible individuals periodically review compensation packages for those whose compensation they administer to ensure they are equitable and consistent with the organization’s compensation policy, strategy, and plan.
11- Action is taken to correct inequities in compensation or other deviations from the organization’s policy, strategy, and plan.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Compensation activities.
2- Unit measures of Compensation activities are collected and maintained.
3- Aggregate trends in compensation activities and decisions are measured and reviewed on a recurring basis.
Verifying Implementation
1- A responsible individual(s) verifies that Compensation activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance.
2- Executive management periodically reviews the Compensation activities, status, and results; and resolves issues.