from silos to empowerment: employee engagement the award for excellence way

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

Staff Portal

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 – nburrows@eicap.orgSheryl Bailey – sbailey@eicap.orgMelissa Krieger – mkrieger@eicap.org

Any Questions???

This Presentation and Supporting Documentation can be Downloaded at www.eicap.org/cap2012