choctaw nation introduction to organization restructure

1 ©2013 Choctaw Nation of Oklahoma, all rights reserved.©2013 Choctaw Nation of Oklahoma, all rights reserved.

Achievement in Our Mission, Strategy & Operational Plans

INTRODUCTION to

ORGANIZATION RESTRUCTURE

2 ©2013 Choctaw Nation of Oklahoma, all rights reserved.

contents

A Message from Chief Pyle .....................................................................................................................3

A Message from Tribal Council ................................................................................................... 10

Organizational Restructure ..................................................................................................................12

New Organizational Structure .......................................................................................................17


Over the last several years the Choctaw Nation has seen tremendous growth and success, and because of this the time had come to evaluate the organizational structure.

A few months ago, I formed a committee to review the current structure and to determine if changes were necessary in order to support the 100 year vision.

A Message from Chief Pyle The Time Had Come...


My COMMITTEE

My committee was made up of a diverse group of individuals with different levels of experience and tenure with the Nation.

At the end of the review process, I tasked the committee with compiling the data and presenting their recommendations to me for my fi nal review and consideration.


The realignment is to ensure that Tribal Members have easier access to services, creating improved organizational effectiveness and effi ciency, creating stronger lines of communication throughout the organization, enabling greater consistency in process and procedures.

This will contribute to greater effi ciency and effectiveness and supporting change in a culture that encourages achievement in our mission, strategy and operational plans.

My ULTIMATE OBJECTIVE


The overall purpose behind the realignment was to ensure that Tribal Members had easier access to Tribal Services, create an improved:

Organizational effectiveness & efficiencyEnable greater consistency in process & procedures

Contributing to greater efficiency & effectiveness

Create stronger lines of communication across the organization

Support a change in culture that encourages achievement in our mission, strategy & operational plans

The OVERALL PURPOSE


Thank you for your dedication and support,Chief Gregory E. Pyle

While change can at times be a bit unsettling, supporting the new structure will help build a stronger foundation for the generations to come. This foundation will also ensure that long-term sustainability is possible which in turn will help achieve healthy, successful, productive and self-sufficient lifestyles for a proud nation of Choctaws. WWhile change can anew structure will hgenerations to comlong-term sustainachieve healthy,

festyles for a p

SUSTAINABILITYLONG-TERM

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In order to help support the 100 year vision changing the organizational structure was necessary.

The Choctaw Nation has seen tremendous growth over the last several years, and because of this growth the time had come to evaluate if we were meeting the needs of the Tribal Members in an effective and efficient manner.

MESSAGE

CHANGE WASNECESSARY

TRIBAL

COUNCIL


EVALUATE CURRENT STRUCTURE & DETERMINE ALTERNATIVES

COMMITTEE APPROACH

At the direction of the Chief, a committee was formed to evaluate the current structure and to determine other alternatives. The committee was made up of a diverse

group of individuals with different levels of experience and tenure with the Nation.

The final objective of the committee was to compile their findings and present the data to the Chief for his

review and final recommendation.


The OVERALL PURPOSE

Achievement in our Mission, Strategy & Operational Plans

The overall purpose behind the realignment was to ensure that Tribal Members had Easier Access to Tribal Services:

Create an improved organizational effectiveness and effi ciency

Enable greater consistency in process and procedures

Contributing to greater effi ciency and effectiveness

Create stronger lines of communication across the organization

Support a change in culture that encourages achievement in our mission, strategy and operational plans.


We Appreciate You

We appreciate you and your hard work and dedication as an associate. We ask for your patience and support as these changes are carried out. Thank You.

Thomas WillistonTony MessengerKenny BryantDelton CoxRon Perry Joe Coley

Jack AustinPerry ThompsonTed DoshAnthony DillardBob PateJames Frazier


Focused primarily on the Management Structure of the Tribe

Went from 20+ executive departments to 4 Main Divisions:

Like Departments Were Grouped based on:

ORGANIZATION RESTRUCTURE

What is Getting Restructured?

AdministrativeCommercial

Member ServicesHealth Services

Administrative Commercial

AC

A


What is Getting RESTRUCTURED?

OLD

NEW


NEED TO RESTRUCTURE?

WHY DID WE

Provide easier access to Tribal Services

Create stronger communication throughout the Tribal organization

Facilitate faster and higher quality decision-making

Create improved organizational effectiveness and effi ciency

Enable greater consistency in process and procedures, contributing to greater effi ciency and effectiveness

Support an enhancement in our organizational culture that encourages achievement in our mission, strategy & operational plans

on


WHO MADE THERESTRUCTURING

DECISIONS & HOW?

Chief started the organizational restructure initiative

Chief selected a committee to make recommendations:

Executives were invited to give feedback on 4 occasions during the process

Charlene Grunstad (Community Services)

Janie Dillard (Gaming)

Jake Dolezal (Tribal Research)

Paula Penz (Gaming Commission)

Shannon McDaniel (Tribal Management)

Susan Stockton (Human Resources)

Teresa Jackson (Health)

J

J

C

C

Ed


WHO MADE THERESTRUCTURING

DECISIONS & HOW?

Joint committee decisions:

Project was treated as important and complex

There was no one expert–committee together had the needed expertise

Committee acquired the relevant information needed

The team worked well together and was aligned with the overall objectives

Decisions were made through consensus

People for positions were not discussed, only departments and functions

There were no personal agendas

P

T

C

Chief Made the Ultimate Decision to Restructure


CHANGES TAKE EFFECT?

WHEN WILL THE


HOW WERE THENEW SENIOREXECUTIVES SELECTED?

Criteria based on the size and scope of the newly aligned division:

Criteria based on industry best practices

Criteria focused on high aptitude for leadership

Responsible for more than 500 associates

Responsible for more than $100 million in budgets

R

R

Chief Made the Ultimate Decision of Who Filled These Positions

choctaw nation introduction to organization restructure

Services

choctaw nation of oklahoma

proud nation of choctaws

new organizational structure

new structure

organizational restructure

greater consistency

tribal services

greater efciency