IV: Standards

Agency has a diverse, results-oriented, high performance workforce, and has a performance management system that effectively differentiates between high and low performance, and links individual/team/unit performance to organizational goals and desired results.

Critical Success Factors

Performance Management

Performance management establishes managerial and individual performance expectations, evaluates results, holds people accountable, and gives performance recognition, all of which is linked to key organizational goals, desired results and mission.

Questions

1. Is the agency strategic plan shared with and accessible to employees?
2. Is there a direct line of sight between employee performance expectations and recognition systems and the agency mission, and are these links communicated and understood?
3. Has the agency created a "reward environment" that applies factors beyond compensation and benefits to attract, retain, and motivate employees?
4. Does the agency's performance management program provide for differentiation between high and low performance?
5. Do supervisors and managers use performance results to identify developmental needs and address poor performance?

Diversity

The agency maintains an environment characterized by inclusiveness of individual differences and is responsive to the needs of diverse groups of employees.

Questions

1. Does the agency have a workforce diversity management program?
2. Is the agency responsive to the needs of diverse groups?

Employee/Labor - Management Relations

Cooperation between employees, unions, and managers enhances effectiveness and efficiency, cuts down the number of employment-related disputes, and improves working conditions, all of which contribute to improved performance and results.

Questions

1. Do managers, unions, and employees work together to accomplish the agency's mission?