1 / 24

From Silos to Empowerment: Employee Engagement the Award For Excellence Way

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.

glynn
Télécharger la présentation

From Silos to Empowerment: Employee Engagement the Award For Excellence Way

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 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

  2. Overview Empowerment Information Technology Communication Appreciation Planning

  3. Employee Committees Employee Council Safety Committee Recycling and Energy Committee IT Steering Committee

  4. 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

  5. Training Evaluations

  6. 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

  7. 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

  8. Newsletters Monthly newsletter Announces upcoming events, employee birthdays and employment anniversaries Employee Council includes a Staff Spotlight Safety Committee includes a Safety Share

  9. Staff Portal

  10. Program Service Guide

  11. Program Service Guide

  12. Internal Referral Tally

  13. Appreciation Annual Meeting Summer Picnic Christmas Party KudoKards

  14. 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

  15. 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.

  16. 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?

  17. Strategic Plan

  18. Strategic Plan

  19. 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

  20. 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

  21. 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

  22. 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

  23. 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

  24. 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

More Related