Note: This is a complex remediation strategy.

The notion of sorting and sequencing potential remediation strategies in such a way that an organizational "Ideal" capacity is achieved faster and with fewer committed resources is of critical importance. The reality of Smart Tailoring introduced by the Banding structure is likely to create a multi-strategy imperative that relies on a lead strategy or lead strategy set as a catalyst for gaining momentum.

Guidance contained in this document supplements Tab 5, Diagnostic Report, Developing Strategies.

1. Full Range of Responses. The UHS Profile contains a full or nearly full range of responses (0 to 9) in each Element.

2. Full Range of Band Population. Members are represented by QWLI scores within each Band, or nearly so.

3. Detached Top Leadership/Management. Conditions exist wherein one or more top leaders/managers are within Band A.

4. Sufficient Loss to Recover Through Intervention. The estimated loss projected is sufficiently greater than the estimated remediation cost so that the organization will net a positive result if the recommended remediation strategy is pursued.

5. Recovery as a Prime Strategy as opposed to Loss. The prevailing policy or actual in-use strategy is to recover capacity from among members by reasonable means as opposed to intentional removal (dismissal). Some organizations may mask recovery/dismissal strategies through transfer or even promotions rather than correction-in-place.

1. Band A - Detached. Members with QWLI scores or characteristics above 7.5 must be exposed to problems that span the full organization spectrum if they are to engage in finding and solving deep organizational problems. This can be done in several ways:

a. Dialog Regarding the "Individual Feedback Profile - Red Line."

b. Full Participation in Coaching Lab and Planning Session(s).

c. Assignment to a Team as either a Member or Expert Resource.

2. Band B - Ideal. Members with QWLI scores or characteristics between 6.5 and 7.5 must lend their enthusiasm and experience to establishing organizational priorities that link with their own priorities. Several options are available avenues for involvement:

a. Dialog Regarding the "Individual Feedback Profile - Red Line."

b. Assignment as a Mentor for New Members.

c. Full Participation in Coaching Lab and Planning Session(s).

d. Assignment to a Team as a Member, Expert Resource, or Initial Team Lead.

e. Pursue Participation in an RGB Matching Tasks with Talent Regimen.

3. Band C - Hopeful. Members who register QWLI scores or characteristics between 5.0 and 6.5 need involvement that will fulfill their need to help the organization improve in concrete ways. Specific areas of involvement might be:

a. Dialog Regarding the "Individual Feedback Profile - Red Line."

b. Gathering Additional Data to Assist Teams.

c. Facilitating Teams.

d. Acting in Team Support Roles - Especially Disseminating Information.

e. Pursue Participation in an RGB Matching Tasks with Talent Regimen.

4. Band D - Fragmented. Members with QWLI scores or characteristics between 4.0 and 5.0 have a need to help correct conditions that have lead to multiple "out group" formation. There is normally a need to correct some "injustice" that has a high level of emotion associated with it. Potential involvement opportunities are:

a. Dialog Regarding the "Individual Feedback Profile - Red Line."

b. Formation and Data Collection Through Small Focus Groups.

c. Assignment to a Team Working on "Out Group" Related Issues.

d. Assignment to an appropriate "Ombudsman" position.

e. Pursue Participation in an RGB Matching Tasks with Talent Regimen.

f. One-on-one or One-on-Small-Group Factual Information Reports from Competent Authority Regarding Positive Changes to Organization Capacity.

5. Band E - Disenfranchised. Members with QWLI scores or characteristics at and below 3.9 have a need for long-term deep involvement in front-line improvement activities that enhance or restore respect and dignity along with valued contribution. Potential activities include:

a. Dialog Regarding the "Individual Feedback Profile - Red Line."

b. One-on-one Innovative Projects with Band C or higher individuals.

c. In-their-territory Data Gathering or Pilot Testing Projects.

d. Parallel-option Test Projects.

e. One-on-one or One-on-Small-Group Factual Information Reports from Competent Authority Regarding Positive Changes to Organization Capacity.

f. Involvement in Skills Development Opportunities in an Apprenticeship-type Learning or Mentoring Scenario from a Respected Expert.

g. Provide Career Planning Assistance Leading to Potential Transfer or Career/Employment Change.