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U.S. Office of Personnel ManagementPresident's Quality Award Program |
Human Resource Development And Management (120 pts.)
The Human Resource Development and Management Category examines how the organization enables employees to develop and utilize their full potential, aligned with the organization’s objectives. Also examined are the organization’s efforts to build and maintain a work environment conducive to performance excellence, full participation, and personal and organizational growth. These efforts may include partnership with unions, as applicable.
Describe how the organization’s work and job design and its compensation and recognition approaches enable and encourage all employees to contribute effectively to achieving the organization’s performance and learning objectives.
In your response, address the following Areas:
a. Work and Job Design
How work and jobs are designed and how employees, including managers and supervisors contribute to ensure:
| (1) | design, management, and
improvement of organizational work processes that support
the organization’s action plans and related human
resource plans. Include how work processes are designed
and managed to encourage individual initiative and
self-directed responsibility; |
|---|---|
| (2) | flexibility, rapid response,
and learning in addressing current and changing customer,
mission and operational requirements; and |
| (3) | effective communications, cooperation, and knowledge and skill sharing across work functions, units and locations. |
b. Compensation and Recognition
How the organization’s compensation and recognition approaches for individuals and groups, including managers and supervisors reinforce overall objectives for customer satisfaction, performance improvement, and employee and organization learning. Describe significant differences, if any, among different categories or types of employees.
Notes: N1. For purposes of the Criteria, employees include the organization’s permanent, temporary, and part-time personnel as well as any contract employees supervised by the organization. Any contract employees supervised by the contractor should be addressed in Item 6.3.
N2. Work design refers to how employees are organized and/or organize themselves in formal and informal, temporary or longer-term units. This includes work teams, process teams, customer-action teams, problem-solving teams, functional units, cross-functional teams, and departments—self managed or managed by supervisors. Job design refers to responsibilities, authorities, and tasks assigned to individuals. In some work systems, jobs might be shared by a team based upon cross training.
N3. Compensation and recognition refer to all aspects of pay and reward, including promotions and bonuses that might be based upon performance skills acquired and other factors. This includes monetary and non-monetary, formal and informal, and individual and group compensation and recognition. For additional description of this Item, see Category, Item and Area Descriptions.
Employee Education, Training and Development (45 pts.) (A/D)
Describe how the organization’s education and training support the accomplishment of key organizational action plans and address organization needs. Include building knowledge, skills, and capabilities, and contributing to improved employee performance and development.
In your response, address the following Area:
a. Employee Education, Training and Development
Describe:
| (1) | how education and training
support the organization’s key action plans and
needs, including longer-term employee development and
learning, and for leadership development of employees; |
|---|---|
| (2) | how education and training
are designed to support the organization’s work
systems. Include how the organization seeks input from
employees and their supervisors/managers in education and
training design; |
| (3) | how education and training,
including orientation of new employees, are delivered; |
| (4) | how knowledge and skills are
reinforced on the job; and |
| (5) | how education and training
are evaluated and improved, taking into account
organization and employee performance, employee
development and learning, leadership development
objectives, and other factors. |
| Notes: | |
| N1. | Education and training address the knowledge and
skills employees need to meet their overall work and
development objectives. |
|---|---|
| N2. | Education and training delivery [5.2a(3)] might occur
inside or outside the organization and include
on-the-job, classroom, computer-based, distance
education, or other types of delivery. |
| N3. | Other factors in Item 5.2a.(5) might include
effectiveness of incentives in promoting skill building,
benefits and costs of education and training, most
effective means and timing for training delivery, and
effectiveness of cross-training. For additional description of this Item, see Category, Item and Area Descriptions. |
Employee Well-Being and Satisfaction (30 pts.) (A/D)
Describe how the organization maintains a work environment and work climate that support the well-being, satisfaction, and motivation of employees.
In your response, address the following Areas:
a. Work Environment
How the organization maintains a safe and healthful work environment. Describe how employee well-being factors such as health, safety, diversity and ergonomics are addressed in improvement activities. Briefly describe key measures and targets for each of these environmental factors and how employees take part in establishing these measures and targets. Note significant differences, if any, based upon different health and safety factors in the work environments of employee groups or work units.
b. Employee Support Services
How the organization builds and enhances its work climate for the well being, satisfaction, and motivation of all. Describe:
(1) organization services, benefits and actions to support employees; and
(2) a brief summary of how senior leaders, managers, and supervisors encourage and motivate employees to develop and utilize their full potential.
c. Employee Satisfaction
How the organization assesses the work environment and climate. Include:
| (1) | a brief description of
formal and informal methods used to determine the key
factors that affect employee well-being, satisfaction,
and motivation. Note important differences in methods,
factors, or measures for different categories or types of
employees, as appropriate; and |
|---|---|
| (2) | how the organization relates
employee well-being, satisfaction, and motivation results
to key business or performance results and/or objectives
to identify improvement activities. |
| Notes: | |
| N1. | Services, benefits and actions to support employees
((5.3b(1)) might include: counseling; career development
and employability services; recreational or cultural
activities; non-work-related education; day care; special
leave for family responsibilities and/or for community
service; safety off the job; and flexible work hours; and
out placement. |
|---|---|
| N2. | Specific factors that might affect satisfaction,
well-being, and motivation (5.3c(1)) include: effective
employee problem or grievance resolution; safety;
employee views of management; employee development and
career opportunities; employee preparation for changes in
technology or work organization; work environment;
workload; cooperation and teamwork; recognition;
benefits; communications; job security; compensation;
diversity; equality of opportunity; and capability to
provide required services to customers. |
| N3. | Measures and/or indicators of well-being,
satisfaction, and motivation (5.3c) might include safety,
absenteeism, turnover, turnover rate for customer-contact
employees, grievances, strikes, and worker compensation,
as well as results of surveys. Results relative to such
measures and/or indicators should be reported in Item
7.3. For additional description of this Item, see Category, Item and Area Descriptions. |
Page created 7 April 1998