STAFFING (STF)
El propósito de Staffing, perteneciente al Nivel 2, es establecer un proceso formal por el cual el trabajo entregado se corresponde con los recursos y personas que son entrenadas y seleccionadas. Las decisiones de Staffing suministran oportunidades a la organización, las cuales influyen en el performance.
Staffing se relaciona con las siguiente AP: Performance Management y Compensation
Goals
1- Individuals or workgroups in each unit are involved in making commitments that balance the unit’s workload with approved staffing.
2- Candidates are recruited for open positions.
3- Staffing decisions and work assignments are based on an assessment of work qualifications and other valid criteria.
4- Individuals are transitioned into and out of positions in an orderly way.
5- Staffing 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 Staffing activities.
2- An organizational role(s) is assigned responsibility for assisting and advising units on Staffing activities and procedures.
Ability to perform
1- Within each unit, an individual(s) is assigned responsibility and authority for ensuring that Staffing activities are performed.
2- Adequate resources are provided for performing Staffing activities.
3- Individuals performing Staffing activities receive the preparation in methods and procedures needed to perform their responsibilities.
4- Individuals participating in Staffing activities receive appropriate orientation in Staffing practices.
Practices Performed
1- Responsible individuals plan and coordinate the staffing activities of their units in accordance with documented policies and procedures.
2- Each unit analyzes its proposed work to determine the effort and skills required.
3- Individuals and workgroups participate in making commitments for work they will be accountable for performing.
4- Each unit documents work commitments that balance its workload with available staff and other required resources.
5- Individual work assignments are managed to balance committed work among individuals and units.
6- Position openings within a unit are analyzed, documented, and approved.
7- Position openings within the organization are widely communicated.
8- Units with open positions recruit for qualified individuals.
9- External recruiting activities by the organization are planned and coordinated with unit requirements.
10- A selection process and appropriate selection criteria are defined for each open position.
11- Each unit, in conjunction with its human resources function, conducts a selection process for each position it intends to fill.
12- Positions are offered to the candidate whose skills and other qualifications best fit the open position.
13- The organization acts in a timely manner to attract the selected candidate
14- The selected candidate is transitioned into the new position.
15- Representative members of a unit participate in its staffing activities.
16- Workforce reduction and other outplacement activities, when required, are conducted according to the organization’s policies and procedures.
17- Discharges for unsatisfactory performance or other valid reasons are conducted according to the organization’s policies and procedures.
18- Causes of voluntary resignation from the organization are identified and addressed.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Staffing activities.
2- Unit measures of Staffing activities are collected and maintained.
Verification
1- A responsible individual(s) verifies that Staffing 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 Staffing activities, status, and results; and resolves issues.
COMMUNICATION AND COORDINATION (CC)
El propósito de Communication & Coordination, perteneciente al Nivel 2, es establecer una comunicación en la organización y asegurar que la fuerza de trabajo tiene técnicas para compartir información y coordinar actividades de manera eficiente. Esta área de proceso es la base para desarrollar los grupos de trabajo. Permite establecer una cultura que permite compartir información entre los niveles organizacionales y unidades dependientes. La comunicación interpersonal y las técnicas de coordinación son desarrolladas y suministran un base para el desarrollo estructurado de grupos de trabajo.
Communication & Coordination se relaciona con Training and Development.
Goals
1- Information is shared across the organization.
2- Individuals or groups are able to raise concerns and have them addressed by management.
3- Individuals and workgroups coordinate their activities to accomplish committed work.
4- Communication and Coordination practices are institutionalized to ensure they are performed as managed processes.
Commitment to Perform
1- Executive management establishes and communicates a set of values for the organization regarding the development and management of its workforce.
2-- The organization establishes and maintains a documented policy for conducting its Communication and Coordination activities.
3- An organizational role(s) is assigned responsibility for assisting and advising units on Communication and Coordination activities and procedures.
Ability to Perform
1- Within each unit, an individual(s) is assigned responsibility and authority for ensuring that Communication and Coordination activities are performed.
2- Adequate resources are provided for performing Communication and Coordination activities.
3- Individuals responsible for facilitating or improving Communication and Coordination activities receive the preparation needed to perform their responsibilities.
Practices Performed
1- The workforce-related policies and practices of the organization are communicated to the workforce.
2- Information about organizational values, events, and conditions is communicated to the workforce on a periodic and event-driven basis.
3- Information required for performing committed work is shared across affected units in a timely manner.
4- Individuals’ opinions on their working conditions are sought on a periodic and event-driven basis.
5- Individuals or groups can raise concerns according to a documented procedure.
6- Activities related to the resolution of a concern are tracked to closure.
7- The interpersonal communication skills necessary to establish and maintain effective working relationships within and across workgroups are developed.
8- Interpersonal problems or conflicts that degrade the quality or effectiveness of working relationships are handled appropriately.
9- Individuals and workgroups coordinate their activities to accomplish committed work.
10- Individuals and workgroups monitor and coordinate the dependencies involved in their committed work.
11- Meetings are conducted to make the most effective use of participants’ time.
Measurement and Analysis
1-Measurements are made and used to determine the status and performance of Communication and Coordination activities.
2- Unit measures of Communication and Coordination activities are collected and maintained.
Verifying Implementation
1- A responsible individual(s) verifies that the Communication and Coordination 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 Communication and Coordination activities, status, and results; and resolves issues.