Resilience obligations for staff are communicated, agreed to, and documented as conditions of employment.
Goals and objectives for supporting the organization’s resilience program are established as part of the performance management process.
Performance against goals and objectives is measured, achievements are acknowledged, and corrective actions are identified and communicated.
A disciplinary process is established for staff who violate resilience policies.
Changes in the employment status of staff members in the organization are managed.
Administrative controls are established to sustain functions, obligations, and vital roles upon position changes or terminations.
Access to and possession of organizational assets relative to position changes is managed.
Administrative controls and procedures are established to manage the effects of involuntary terminations.
The operational resilience management system supports and enables achievement of the specific goals of the Human Resource Management process area by transforming identifiable input work products to produce identifiable output work products.
Perform the specific practices of the Human Resource Management process area to develop work products and provide services to achieve the specific goals of the process area.
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