The power of the Baldrige model lies in its ability to align people and processes with the mission, vision, strategies, goals, and action plans of the organization. Such alignment is a distinguishing characteristic of Baldrige Award recipients and a major reason they achieve world-class results.

The Baldrige Criteria ask about processes that support alignment in all six process Categories. One such process is your performance management system, the goal of which is to support high-performance work, engaged employees, a focus on customers/patients/students, and achieving your action plans.

In a white paper available from Oriel, Martin A. Preizler, John B. Martin, Ph.D., and Jim Christensen call this “sharing responsibility for quality.” They propose a Personal Performance Excellence Framework^TM to align personal quality and organizational quality. The framework is modeled after the Baldrige framework and includes questions for each area in the diagram below.

The personal framework translates many Baldrige Criteria questions to an individual’s perspective. For example, under the “Personal Profile” box, it asks:

• What are your core competencies?
• How does your work contribute to and support the organization’s mission, vision, and culture?
• What are your key challenges?
• How do you define, track, and measure your success?

For organizations that are struggling with alignment, especially engaging employees in sharing responsibility for improving performance and achieving goals, the questions posed by the Personal Performance Excellence Framework provide an excellent starting point for creating an effective performance management system.

You can download a free copy of the white paper here.

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