Total Quality Logistics

Example: Naval Aviation Supply Office. The Naval Aviation Supply Office (ASO) in Philadelphia, PA, developed an appraisal process for its management team (GS 13-15 managers) that recognizes individual contributions while emphasizing team performance. First, generic critical elements and standards are used to rate individual performance. Then, top-level management determines the organization's rating by assessing ASO's accomplishment of its corporate strategies. Finally, supervisors compare individual accomplishment on common team elements to the organization's rating. Ratings of record are determined by combining both the individual's AND the organization's performance rating. Although ratings of record for team members rarely exceed the rating of the organization, individual ratings have on occasion been lower, based on the supervisor's rating on individual accomplishment. Poor performance is dealt with at the team level, and, to date, no formal actions have been needed. On occasion, team members are moved within the organization.
Employees favor the emphasis on group goals and team members have expressed satisfaction with this appraisal process. Marvin Sandler, head of the Total Quality Leadership Office at ASO, says that the success of the process is "because it is perceived as more fair than the previous one and it encourages movement toward corporate strategies."
Other Team-Focused Appraisal Approaches. Other organizations are also using team-focused appraisal approaches that emphasize team performance while still recognizing individual performance. The CECOM, Communications Security Logistics Activity at Fort Huachuca, AZ, is using self-managing teams as part of its "quality revolution." Among the many areas that the seventeen self-managing teams were given responsibility for is performance appraisal. Some teams have opted to use a group rating as part of the individual ratings. Tony Stevens, Total Quality Management Coordinator at CECOM, notes: "Since individual performance appraisals are directly linked to the fulfillment of team objectives, it is incumbent for every team member to clearly understand the goal and the metric which measures the progress toward it."
Another Federal organization using a team-focused approach is the Defense Mapping Agency's Office of Human Resources in St. Louis, MO. Their self-directed team uses a team performance factor when deriving individual ratings. Also, components within the Department of Energy such as the Richland Washington Field Office and the Western Area Power Administration are developing appraisal systems that incorporate team-based ratings.

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