WFT 5.2a Work Unit Performance Assessment  (survey and matrix)

Title: WFT 5.2a Work Unit Performance Assessment (survey)

Purpose: Collect work unit assessment ratings from groups of employees or team doing similar work. 

Responsibility: Workforce Focus Team (WFT)

Value: Assess seven important measures of work unit performance and use these to calculate work unit performance ratings in percent and points. Apply these ratings to the OE21 Rewards Model which allocates rewards to work units based on their performance ratings. 

Inputs: All work unit managers input their Work Unit ID or title, and current ratings for work units, including:

  • Availability

  • Budgeted Cost

  • Cycle Time or Schedule

  • Satisfaction

  • Quality

  • Workload

  • Innovation

Outputs:  

  • Export from survey (spreadsheet file containing all questions and ratings for work units)

WFT 5.2a Work Unit Performance Assessment (survey) 3 of 9 questions

WFT_5.2a_Work_Unit_Performance_Matrix (.xlsx)

Title: WFT_5.2a_Work_Unit_Performance_Matrix (.xlsx)

Purpose: Calculate work unit performance ratings in percent and points. Apply these ratings to the OE21 Rewards Model which allocates rewards to work units based on their performance ratings. 

Responsibility: Workforce Focus Team (WFT)

Value: Use work unit performance ratings to assess and improve employee performance and engagement. Note that other OE21 tools also contribute to improving employee satisfaction, performance and engagement.

Inputs: Data is from WFT 5.2a Work Unit Performance Assessment (survey) for all work units.

Computations:  Work Unit Performance Matrix calculates work unit average and total scores. These data are used in the OE21 Rewards Model (right side of this spreadsheet model). The Rewards Model allocates whatever total quarterly financial amount leadership provides to work units. The Rewards Model calculates the amount of rewards earned by each work unit during that reward period.  

Note 1: In organizations where financial rewards are not allowed or provided, the rewards might be allocated as points only, and these points could be used to allocate non-financial rewards, such as days off or other rewards of value to the workforce. 

Note 2: The work unit ratings are very good indicators of manager and employee engagement. Highly engaged, excellent performing work units tend to score much higher than low-engagement work units. 

WFT_5.2a_Work_Unit_Performance_Matrix - (left side of model)

WFT_5.2a_Work_Unit_Performance_Matrix - (right side of model)