PARTICIPATORY CULTURE (PC)
El propósito de Participatory Culture, perteneciente al Nivel 3, es asegurar que un flujo de información dentro de la organización permita incorporar el conocimiento de las personas en los procesos de toma de decisiones. Para establecer esta cultura se comienza con personas y grupos de trabajo con información acerca del performance organizacional y de las unidades de negocio.
Esta área de proceso se relaciona con: Competency Analysis, Competency Development, Competency based Practices, Workgroup Development y Career Development.
Goals
1- Information about business activities and results is communicated throughout the organization.
2- Decisions are delegated to an appropriate level of the organization.
3- Individuals and workgroups participate in structured decision-making processes.
4- Participatory Culture practices are institutionalized to ensure they are performed as defined organizational processes.
Commitment to Perform
1- The organization’s stated values encourage open communication and participation in decision making by individuals and workgroups, when appropriate.
2- The organization establishes and maintains a documented policy for its activities that supports the development of a participatory culture
3- An organizational role(s) is assigned responsibility for coordinating the organization’s activities for developing a participatory culture.
Ability to Perform
1- Within each unit, an individual(s) is assigned responsibility and authority to ensure that the performance of business and workforce activities within the unit contributes to developing a participatory culture.
2- Adequate resources are provided for performing activities that support development of a participatory culture.
3- Managers develop the knowledge, skills, and process abilities needed to perform their responsibilities regarding communication and participatory management.
4- Individuals and groups who participate in Participatory Culture activities receive the preparation in problem-solving and decision-making processes, methods, and skills appropriate to the types of decisions they will participate in making.
5- The practices and procedures for developing a participatory culture are defined and documented.
Practices Performed
1- Information about organizational and unit performance is made available to individuals and workgroups.
2- Individuals and workgroups are made aware of how their work performance contributes to unit and organizational performance.
3- Individuals and workgroups have access to information needed to perform their committed work.
4- Information and communication systems support the information needs of individuals and workgroups.
5- The structure of decision-making processes within the organization is analyzed.
6- Decision-making processes and roles are defined.
7- Responsibilities for decisions are delegated to appropriate levels and locations in the organization.
8- Individuals and workgroups use defined decision-making processes.
9- Decisions made by those empowered to make them are supported by others in the organization.
10- Individuals and workgroups are involved in making decisions that affect their work.
11- Individuals and groups participate in decisions concerning their work environments.
12- Defined mechanisms are used for resolving conflicts and disputes.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of participatory activities and trends within the organization.
2- Measurements are made and used to determine the effectiveness of the participatory practices adopted in the organization.
Verifying Implementation
1- A responsible individual(s) verifies that communication and decision-making activities within the organization are conducted in an open and participative manner according to the organization’s values and policies; and addresses noncompliance.
2- Executive management periodically reviews the level of participatory behavior and resolves issues.
COMPETENCY INTEGRATION (CI)
El propósito de Competency Integration, perteneciente al Nivel 4, es mejorar la eficiencia y agilidad de trabajo interdependiente pro medio de la integración de de procesos de distintas competencias de fuerzas de trabajo. Permite determinar interacciones entre productos, servicios o dependencias de trabajo. Esta área de proceso permite analizar el trabajo e identificar las oportunidades a ser integradas a los procesos utilizados en distintas competencias de fuerzas de trabajo.
Goals
1- The competency-based processes employed by different workforce competencies are integrated to improve the efficiency of interdependent work.
2- Integrated competency-based processes are used in performing work that involves dependencies among several workforce competencies.
3- Workforce practices are designed to support multi-disciplinary work.
4- Competency Integration practices are institutionalized to ensure they are performed as defined organizational processes.
Commitment to Perform
1- The organization establishes and maintains a documented policy for conducting Competency Integration activities.
2- An organizational role(s) is assigned responsibility for coordinating Competency Integration activities across the organization.
Ability to Perform
1- Within relevant organizational units or other entities, an individual(s) is assigned responsibility and authority for ensuring that Competency
Integration activities are performed.
2- A responsible individual(s) coordinates the activities for defining, developing, and maintaining each integrated competency-based process.
3- Adequate resources are provided for performing Competency Integration activities.
4- Those involved in defining integrated competency-based processes develop the knowledge, skills, and process abilities needed to perform process analysis and definition.
5- Affected individuals and workgroups develop the knowledge, skills, and process abilities needed to perform the integrated competency-based processes involved in their work.
6- The practices and procedures for performing Competency Integration are defined and documented.
Practices Performed
1- Business activities involving dependencies among multiple workforce competencies are identified.
2- Dependencies and interfaces among multiple workforce competencies are analyzed to identify opportunities for integrating their competency-based processes.
3- Integrated competency-based processes are defined and made available for use
4- Work is designed to incorporate integrated competency-based processes, where appropriate.
5- Organizational structures support multi-disciplinary work that integrates competency-based processes.
6- Skills needed for performing integrated competency-based processes are developed.
7- The work environment supports work by individuals or workgroups
using integrated competency-based processes.
8- Workforce competency descriptions are revised to incorporate integrated competency-based processes.
9- Workforce practices and activities are defined and adjusted to support integrated competency-based activities.
10- Workgroups performing integrated competency-based processes tailor and use them for planning committed work.
11- Workgroups use integrated competency-based processes for work involving multiple workforce competencies.
12- The performance of integrated competency-based processes is evaluated to identify needed adjustments and updates.
Measurement and Analysis
1- Measurements are made and used to determine the status and performance of Competency Integration activities.
2- Measurements are made and used to determine the effectiveness of Competency Integration activities.
Verifying Implementation
1- A responsible individual(s) verifies that the Competency Integration 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 Competency Integration activities, status, and results; and resolves issues.