Staffing

Purpose:

Establish a formal process by which committed work is matched to unit resources, and qualified individuals are recruited, selected, and transitioned into an assignment.

Objective:

<?>

Description:

Staffing decisions provide an organization’s most significant opportunities to influence performance. All other practices designed to improve the capability of the workforce must start from the baseline of talent brought into positions within the organization. Managers balance the unit’s work commitments with its available staff since few organizational processes are able to demonstrate their potential benefits in organizations that are chronically overworked. Managers take responsibility for recruiting talent for open positions, and they coordinate with organizational recruiting activities, both internally- and externally-focused. A formal selection process is developed to ensure a thorough and fair evaluation of the skills and other qualifications of each candidate. Mechanisms are established for transitioning people into new positions, among assignments, or if necessary, out of the organization.

Entrance Criteria:

  • <?>

Exit Criteria:

  • <?>

Process and Procedures:

Tailoring Guidelines:

  • None

Process Verification Record(s):

  • A responsible individual(s) verifies that Staffing activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses non-compliance.
    • Stored By: <?>
  • Executive management periodically reviews the Staffing activities, status, and results; and resolves issues.
    • Stored By: <?>

Measure(s):

  • Measurements are mode nd used to determine the status and performance of Staffing activities
    • Maintained By: <?>
    • Submitted By: <?>
    • Frequency of Submission: <?>
  • Unit measures of Staffing activities are collected and maintained.
    • Maintained By: <?>
    • Submitted By: <?>
    • Frequency of Submission: <?>

References:

  • <?>