2010 Baldrige Criteria - Totally Integrated

Item 5.2 - Workforce Environment (40 pts.)                                                                                                                                                   Process

HOW do you build an EFFECTIVE and supportive WORKFORCE environment?

Describe HOW your organization manages WORKFORCE CAPABILITY and CAPACITY to accomplish the work of the organization. Describe HOW your organization maintains a safe, secure, and supportive work climate. Within your response, include answers to the following questions: 5.2a.  WORKFORCE CAPABILITY and CAPACITY (1)   HOW do you assess your WORKFORCE CAPABILITY and CAPACITY needs, including skills, COMPETENCIES, and staffing LEVELS? (2)   HOW do you recruit, hire, place, and retain new members of your WORKFORCE? HOW do you ensure your WORKFORCE represents the diverse ideas, cultures, and thinking of your hiring and CUSTOMER community? (3)   HOW do you manage and organize your WORKFORCE to accomplish the work of your organization, capitalize on the organization’s CORE COMPETENCIES,        reinforce a CUSTOMER and business focus, exceed PERFORMANCE expectations, address your STRATEGIC CHALLENGES and ACTION PLANS, and achieve        the AGILITY to address changing business needs? (4)   HOW do you prepare your WORKFORCE for changing CAPABILITY and CAPACITY needs? HOW do you manage your WORKFORCE, its needs, and your needs to ensure continuity, to prevent WORKFORCE reductions, and to minimize the impact of WORKFORCE reductions, if they do become necessary? 5.2b. WORKFORCE Climate (1)   HOW do you address workplace environmental factors to ensure and improve WORKFORCE health, safety, and security? What are your PERFORMANCE MEASURES and improvement GOALS for each of these WORKFORCE needs? What are any significant differences in these factors and PERFORMANCE MEASURES or targets for different workplace environments? (2)   HOW do you support your WORKFORCE via policies, services, and benefits? HOW are these tailored to the needs of a diverse WORKFORCE and different WORKFORCE groups and SEGMENTS?

Notes: N1. “WORKFORCE CAPABILITY” (5.2a) refers to your organization’s ability to accomplish its WORK PROCESSES through the KNOWLEDGE, skills, abilities, and COMPETENCIES of its people. CAPABILITY may include the ability to build and SUSTAIN relationships with your CUSTOMERS; to INNOVATE and transition to new technologies; to develop new products, services, and WORK PROCESSES; and to meet changing business, market, and regulatory demands. “WORKFORCE CAPACITY” (5.2a) refers to your organization’s ability to ensure sufficient staffing LEVELS to accomplish its WORK PROCESSES and successfully deliver your products and services to your CUSTOMERS, including the ability to meet seasonal or varying demand LEVELS. N2. WORKFORCE CAPABILITY and CAPACITY should consider not only current needs but also future requirements based on your STRATEGIC OBJECTIVES and ACTION PLANS reported in Category 2. N3. Preparing your WORKFORCE for changing CAPABILITY and CAPACITY needs (5.2a[4]) might include training, education, frequent communication, considerations of WORKFORCE employment and employability, career counseling, and outplacement and other services.

For additional description of this Item, see 5.2 Workforce Environment Description.

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Thank you for using the only truly integrated form of the Baldrige Criteria available anywhere.  Paul Steel