5.0 Workforce Focus

5.0 Workforce Focus


Objective: Create work systems and an environment that engages, manages, and develops the workforce to maximize its potential in alignment with the SBDC’s strategic plan.  The SBDC analyzes trends in human resource results to support continuous improvement and high performance.



5.1 Workforce Capability and Capacity

The SBDC has work systems, an organizational structure and staffing patterns based on analysis of key needs and strategies of the SBDC. This structure must align with the SBDC’s strategic priorities and be designed to enable the workforce to achieve desired results and effectiveness while providing an opportunity to develop its full potential and achieve high performance.


Describe how the SBDC:

  • Assesses staffing needs to include the skills, capabilities, and capacity (*).
  • Recruits, hires, and retains workforce
  • Organizes and manages the workforce to accomplish the mission of the S
  • Capitalizes on core competencies, reinforces a customer/stakeholder focus, and meets or exceeds performance expectati
  • Uses its structure and alignment to enable the workforce to achieve the desired results and high performance. Include contributions of other individuals beyond the core workforce, if applicable (for example: interns, students, faculty, and volunteers)



5.2 Workforce Learning and Growth

The SBDC aligns its staff education and training to support achievement of the SBDC’s strategic priorities, including the enhancement of workforce knowledge, skills, and leadership capabilities that contribute to organizational effectiveness, performance improvement, and succession planning for key personnel.


Describe how the SBDC:

  • Identifies core competencies throughout the network necessary to achieve desired results including identified specialties important to the network (*)
  • Determines the professional development needs of the workforce;
  • Develops a workforce education and professional development strategy that meets or demonstrates progress toward achieving identified competencies for both the network and individuals.
  • Uses a systematic training/orientation program for new members of the workforce;
  • Assesses the effectiveness of the professional development offerings including what information is used to make changes to prepare the workforce to the changing needs of the marketpl
  • Develops leadership skills and plans for succession of key positions throughout the net


5.3 Workforce Engagement

The SBDC maintains a work environment and a supportive climate that contributes to the well‐being, satisfaction, and engagement of all personnel.


Describe how the SBDC:

  • Supports a work environment that contributes to the well‐being, satisfaction, and motivation of the entire
  • Ensures and improves workplace health, safety and security.
  • Ensures workplace preparedness for disaster or emergencies.
  • Provides the workforce an opportunity to provide feedback to determine the key factors that affect workforce well‐being, satisfaction and motivation; analyzes and uses this information to understand the various needs of appropriate workforce
  • Provide trend data for key human resource measures.(*)
  • Supports the workforce via benefits and policies including items such as compensation, career progression and related practices that improve the workplace enviro
  • Provides facilities that are professional in appearance, adequate for the delivery of services and allow for confidential counseli





5.0:  The SBDC assesses its workforce capability and capacity needs and builds an environment conducive to high performance work.  The SBDC creates work systems that engage, manage, and develop the workforce to maximize its potential in alignment with the organizational mission, strategies and action plans.

The SBDC creates a supportive climate that enables personal growth, satisfaction, and well-being.  Facilities offer a professional environment for confidential client counseling.  Demonstrate how the organization develops ways to improve workplace health, safety and security to include preparedness for disasters or emergencies.



5.2: Core competencies should include such things as the basic business disciplines of management, marketing and finance, and other skills appropriate to the network.