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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.
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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 Empowerment Information Technology Communication Appreciation Planning
Employee Committees Employee Council Safety Committee Recycling and Energy Committee IT 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 Goals • Training • 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
All Staff Meetings Semi-Annual All Staff Meetings Usually half day allowing departments to meet in the afternoon Includes presentations from Employee Council, HR, Program Directors and Executive Director
Satisfaction Surveys Utilize Survey Monkey Conducted semi-annually Employee Council reviews results and makes suggestions to Leadership Team Trends are reported during the All Staff Meeting
Newsletters Monthly newsletter Announces upcoming events, employee birthdays and employment anniversaries Employee Council includes a Staff Spotlight Safety Committee includes a Safety Share
Appreciation Annual Meeting Summer Picnic Christmas Party KudoKards
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?
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 – nburrows@eicap.org Sheryl Bailey – sbailey@eicap.org Melissa Krieger – mkrieger@eicap.org Any Questions??? This Presentation and Supporting Documentation can be Downloaded at www.eicap.org/cap2012