STRATEGY ALIGNMENT F. We have cascaded the strategy to all units in the organization, secured Rating: their commitments and ensured alignment to the Strategy. No data available / not enough information Manifestation and Evidence: 0 We have cascaded to few key units creating second level scorecards (or scoreboards or dashboards), securing their performance 2 commitments, and ensuring their contribution and alignment to the enterprise targets. We have cascaded to all second level units creating their own scorecards (or scoreboards or dashboards), securing their 4 performance commitments, and ensuring their contribution and alignment to the enterprise targets. We have cascaded to the regions and/or attached agencies, Points for improvement and securing their performance commitments, and ensuring their Intervention needs: 6 contribution and alignment to the enterprise targets. We have cascaded to 50% of all units in the organization, securing their performance commitments, and ensuring their contribution 8 and alignment to the enterprise targets. We have cascaded to 100% of all units in the organization, securing their performance commitments, and ensuring their contribution 10 and alignment to the enterprise targets. G. We have integrated a governance culture in the organization making Rating: governance and strategy implementation everybody's job. No data available / not enough information. Manifestation and Evidence: 0 We have started coordinating with the HR. Also, we have started cascading to about 50% of all individuals in the organization, 2 secured their commitments and ensured alignment to the Strategy. We have cascaded to 100% of all individuals in the organization, secured their commitments and ensured alignment to the Strategy. 4 There is a clear monitoring system to make the individual scorecards Points for improvement and (or scoreboard or dashboard) functional, and encourage personal Intervention needs: 6 governance of everyone. The individual scorecard is integrated with the performance evaluation system and competency development. Incentives and 8 recognitions are aligned to performance. We have instituted a governance culture program designed to instil the observance of ethics and social responsibility in all strategic and 10 operational priorities in all levels and facets of life and work in the institution.
STRATEGY ALIGNMENT F. We have cascaded the strategy to all units in the organization, secured their commitments and ensured alignment to the Strategy. Rating: 0 No data available / not enough information Manifestation and Evidence: 2 We have cascaded to few key units creating second level scorecards (or scoreboards or dashboards), securing their performance commitments, and ensuring their contribution and alignment to the enterprise targets. 4 We have cascaded to all second level units creating their own scorecards (or scoreboards or dashboards), securing their performance commitments, and ensuring their contribution and alignment to the enterprise targets. 6 We have cascaded to the regions and/or attached agencies, securing their performance commitments, and ensuring their contribution and alignment to the enterprise targets. Points for improvement and Intervention needs: 8 We have cascaded to 50% of all units in the organization, securing their performance commitments, and ensuring their contribution and alignment to the enterprise targets. 10 We have cascaded to 100% of all units in the organization, securing their performance commitments, and ensuring their contribution and alignment to the enterprise targets. G. We have integrated a governance culture in the organization making governance and strategy implementation everybody's job. Rating: 0 No data available / not enough information. Manifestation and Evidence: 2 We have started coordinating with the HR. Also, we have started cascading to about 50% of all individuals in the organization, secured their commitments and ensured alignment to the Strategy. 4 We have cascaded to 100% of all individuals in the organization, secured their commitments and ensured alignment to the Strategy. 6 There is a clear monitoring system to make the individual scorecards (or scoreboard or dashboard) functional, and encourage personal governance of everyone. Points for improvement and Intervention needs: 8 The individual scorecard is integrated with the performance evaluation system and competency development. Incentives and recognitions are aligned to performance. 10 We have instituted a governance culture program designed to instil the observance of ethics and social responsibility in all strategic and operational priorities in all levels and facets of life and work in the institution.
PGS-Progression-Assessment-Tool-editable-1.docx