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From Silos to Empowerment: Employee Engagement the Award For Excellence Way. Nick Burrows, CCAP Sheryl Bailey, CCAP Melissa Krieger. This Presentation Can Be Downloaded At www.eicap.org/cap2012. Overview. E mpowerment I nformation Technology C ommunication A ppreciation P lanning. - PowerPoint PPT Presentation
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NICK BURROWS, CCAPSHERYL BAILEY, CCAP
MELISSA KRIEGER
From Silos to Empowerment: Employee Engagement the Award For Excellence Way
THIS PRESENTATION CAN BE DOWNLOADED AT WWW.EICAP.ORG/CAP2012
Overview
EmpowermentInformation TechnologyCommunicationAppreciationPlanning
Employee Committees
Employee CouncilSafety CommitteeRecycling and Energy CommitteeIT Steering Committee
Annual Evaluations
Goals Employees establish Goals for upcoming year Progress is reviewed halfway through the year Evaluation is based partially on accomplishment of
GoalsTraining
Employees request Training/Professional Development opportunities
Based on available budget, Training opportunities are located
Training requests are tracked by HR Director and followed-up as part of next annual evaluation
Training Evaluations
All Staff Meetings
Semi-Annual All Staff MeetingsUsually half day allowing departments to
meet in the afternoonIncludes presentations from Employee
Council, HR, Program Directors and Executive Director
Satisfaction Surveys
Utilize Survey MonkeyConducted semi-annuallyEmployee Council reviews results and makes
suggestions to Leadership TeamTrends are reported during the All Staff
Meeting
Newsletters
Monthly newsletterAnnounces upcoming events, employee
birthdays and employment anniversariesEmployee Council includes a Staff SpotlightSafety Committee includes a Safety Share
Program Service Guide
Program Service Guide
Internal Referral Tally
Appreciation
Annual MeetingSummer PicnicChristmas PartyKudo Kards
Strategic Plan
Held an employee focus group regarding the strategic plan prior to our last planning session
Invited members of our Excellence Committee to attend the last planning session
Strategic Plan is on our Staff Portal and website
Strategic Plan
Job Descriptions All Employees have the following as a duty in their job
descriptions: As an employee of EICAP you will assume the
responsibility of understanding your role in accomplishing the strategic goals and performance measures of the Agency.
All Supervisors have the following as a duty in their job descriptions: As a supervisor you will assume the responsibility of
assuring that all employees working under your direct supervision understand their role in accomplishing the strategic goals and performance measures of the Agency.
Strategic Plan
Employee Evaluations All Employees are evaluated on:
Strategic Goals – Consider the employee’s understanding of strategic goals. Does the employee understand their role in accomplishing the strategic goals and performance measures of the Agency?
All Supervisors are evaluated on: Strategic Goals – Consider how well the employee
communicates strategic goals to subordinates. Does the employee actively assure employees under their direct supervision understand their role in accomplishing the strategic goals and performance measures of the Agency?
Strategic Plan
Strategic Plan
Operational Plans
Operational Plans are developed by each program to address the implementation of the Strategic Plan
Program Directors developed Operational Plans through discussions with employees
Operational Plans are intended to also help employees understand their role in accomplishing EICAP’s Strategic Goals
Board of Directors
All Board meetings are Open to the public and employees
We give an annual survey to the Board to determine their satisfaction with meeting structures and work on the Board
Reorganization
To break down silos, we are in the process of implementing a reorganization
We currently have five main divisions: Area Agency on Aging Community Services Head Start Housing Weatherization
Reorganization
Housing Division has four major functions: Multi-Family Housing Senior/Disabled Housing Mutual Self-Help Housing Facilities/Maintenances
Move functions to existing divisions: Multi-Family Housing -> Community Services Senior/Disabled Housing -> Area Agency on Aging Mutual Self-Help Housing -> Weatherization Facilities/Maintenances -> Weatherization
Reorganization
Had three main Admin divisions: Fiscal Human Resources Information Technology
Each division had a separate Director which reported to the Executive Director
Creating a Deputy Director position that will oversee the three main Admin divisions and remove silos within Admin functions
Contact Information
Nick Burrows – [email protected] Bailey – [email protected] Krieger – [email protected]
Any Questions???
This Presentation and Supporting Documentation can be Downloaded at www.eicap.org/cap2012