Organizational Performance Alignment

Purpose:

Enhance the alignment of performance results across individuals, workgroups, and units with organizational performance and business objectives.

Objective:

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Description:

Organizational Performance Alignment builds on the analyses of competency-based processes initiated in the Quantitative Performance Management and Organizational Capability Management process areas. Where those analyses focused narrowly on process performance, analyses of performance alignment expand this focus to evaluate how the various components of performance fit together across workgroups, units, and the entire organization. Practices within this process area knit together a complete picture of performance within the organization and how the integration of its various business activities are affected by workforce practices and activities. These analyses allow management to align performance across the entire enterprise and to use workforce activities strategically to achieve organizational business objectives.

Entrance Criteria:

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Exit Criteria:

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Process and Procedures:

Tailoring Guidelines:

None

Process Verification Record(s):

  • A responsible individual(s) verifies that the organization’s performance alignment activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance.
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  • Executive management periodically reviews the organization’s performance alignment activities, status, and results; and resolves issues.
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  • The definition and use of measures of individual, workgroup, unit, and organizational performance are periodically audited for compliance with organizational policies.
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Measure(s):

  • Measurements are made and used to determine the status and performance of the organization’s performance alignment activities.
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  • Measurements are made and used to determine the effectiveness of the organization’s performance alignment activities.
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References:

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