WORK ENVIRONMENT (WE)
El propósito de Work Environment, perteneciente al Nivel 2, es establecer y mantener condiciones de trabajo físicas y suministrar recursos que permiten a los individuos y grupos de trabajo realizar sus tareas de manera eficiente sin distracciones innecesarias. Esta área de proceso debe ser administrada para asegurar que soporta el trabajo de la organización. Los gerentes monitorean los recursos necesarios y las condiciones ambientales que afectan el área y trata de mitigar problemas relacionados con la salud, seguridad o eficiencia.
Work Environment se relaciona con las siguientes AP: Staffing, Compensation, Perform Management, Communication & Coordination, Training and Development.
Goals
1- The physical environment and resources needed by the workforce to perform their assignments are made available. 2- Distractions in the work environment are minimized. 3- Work Environment 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 Work Environment activities. 2- An organizational role(s) is assigned responsibility for assisting and advising units on work environment-related activities, and for assuming appropriate organizational responsibilities for the physical work environment and work resources.
Ability to Perform
1- Within each unit, an individual (s) is assigned responsibility and authority for ensuring that Work Environment activities are performed. 2- Within prudent limits, adequate resources are provided for performing Work Environment activities, implementing the physical environment and resources necessary to perform assigned work, and making improvements to the work environment. 3- The workforce receives the preparation needed to maintain an effective work environment. 4- Those responsible for improving the work environment receive the preparation in relevant methods and procedures needed to perform their responsibilities.
Practices Performed1- The physical environment and resources required to perform committed work are identified in each unit. 2- The physical environment required to perform assigned work is provided. 3- Individual workspaces provide an adequate personal environment for performing assigned work responsibilities. 4- The resources needed to accomplish committed work are made available in a timely manner. 5- Improvements are made to the work environment that improve work performance. 6- Environmental factors that degrade or endanger the health or safety of the workforce are identified and corrected. 7- Physical factors that degrade the effectiveness of the work environment are identified and addressed. 8- Sources of frequent interruption or distraction that degrade the effectiveness of the work environment are identified and minimized.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Work Environment activities. 2- Unit measures of Work Environment activities are collected and maintained.
Verifying Implementation
1- A responsible individual(s) verifies that Work Environment 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 Work Environment activities, status, and results, including improvements to the work environment; and resolves issues.
PERFORMANCE MANAGEMENT (PM)
El propósito de Performance Management, perteneciente al Nivel 2, es establecer objetivos relacionados a los trabajos entregados y a los equipos de trabajo y personas, los cuales pueden ser medidos para evaluar el performance respecto de estos objetivos; y efectuar un mejoramiento del performance de dichos objetivos. El principal enfoque del manejo de performance consiste en identificar las maneras de mejorarlo, teniendo en cuenta las personas, los procesos de trabajo, recursos y otras técnicas que pueden ser utilizadas para mejorar el performance. El objetivo de la evaluación del performance es registrar los resultados del performance, los cuales son datos de entrada para la toma de decisiones acerca de compensación, planificación de desarrollo del personal, staffing, promoción, y otras actividades de la fuerza de trabajo.
Performance Management se relaciona con las siguientes AP: Compensation, Training and Development y Communication & Coordination.
Goals
1- Unit and individual performance objectives related to committed work are documented. 2- The performance of committed work is regularly discussed to identify actions that can improve it. 3- Performance problems are managed. 4- Outstanding performance is recognized or rewarded. 5- Performance Management 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 Performance Management activities. 2- An organizational role(s) is assigned responsibility for assisting and advising units on Performance Management activities.
Ability to Perform
1- Within each unit, an individual(s) is assigned responsibility and authority for ensuring that Performance Management activities are performed. 2- Adequate resources are provided for performing Performance Management activities. 3- Individuals conducting Performance Management activities receive the preparation needed to perform their responsibilities. 4- Individuals who participate in Performance Management activities receive appropriate orientation in Performance Management practices.
Practices Performed
1- Measurable performance objectives based on committed work are established for each unit. 2- The unit’s performance objectives are periodically reviewed as business conditions or work commitments change, and, if necessary, they are revised. 3- Those accountable for the accomplishment of unit performance objectives track and manage unit performance. 4- Performance objectives based on committed work are documented for each individual on a periodic or event-driven basis. 5- Performance objectives for each individual are reviewed on a periodic or event-driven basis, and, if necessary, they are revised. 6- Those responsible for performance management activities maintain ongoing communication about the performance of committed work with those whose performance they manage. 7- Those responsible for managing the performance of others maintain an awareness of accomplishments against performance objectives for each of the individuals whose performance they manage. 8- Potential improvements in process, tools, or resources, which could enhance an individual’s performance of committed work, are identified, and actions are taken to provide them. 9- The accomplishments of individuals against their performance objectives are documented and discussed on a periodic or event driven basis according to a documented procedure. 10- If performance problems occur, they are discussed with the appropriate individual(s). 11- Performance improvement plans are developed for resolving persistent performance problems according to a documented procedure. 12- Progress against a documented performance improvement plan is periodically evaluated, discussed, and documented. 13- Guidelines for recognizing or rewarding outstanding performance are developed and communicated. 14- Recognition or rewards are made on an appropriate basis as events occur that justify special attention.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Performance Management activities. 2- Unit measures of Performance Management activities are collected and maintained.
Verifying Implementation
1- A responsible individual(s) verifies that the Performance Management 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 Performance Management activities, status, and results; and resolves issues.