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Teresa Roche, Chief Human Resources Officer
Janet Miller, Director, Human Resources
Pablo Bauleo, Sr. Energy Services Engineer
Agenda
2
Intro to us – City of Fort Collins
• Who we are
3 Talent Principles
• Feedback
• Relationships
• Employer of choice
(attract and retain)
Excellence & Our Workforce
• It’s all about our Culture
Our Journey – Why Baldrige?
Who we are
What
• Municipal Government
• Varied Services • Police
• Streets
• Electric and water utility
• Broadband
• Sustainability
• Recreation
• Culture
• Natural Areas
• and more
For Whom
• A Community of 157,000
• CSU; downtown; business
How
• Secret Sauce = The talent factor
• 2,400+ employees
• 8,000+ volunteers
3
A Culture of Excellence Formula
4
Prioritization, Execution, Results – Aligning and our Journey
5
World Class
Services
Reacting
to Problems
Strategic &
Operational
Goals
Strategic &
Operational
Goals
Early
Systematic
Approaches
Aligned
Approaches
Strategic &
Operational
Goals
Strategic &
Operational
Goals
Integrated
Approaches
I
.
II. IV.
III.
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Why Baldrige?
Well defined, systematic approach
Rigorous application process and
assessment methodology
Opportunity for performance
feedback
Commitment to quality and
continuous improvement
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Our Journey
2005
• Standardize Performance
Evaluation
2007
• Pay for Performance
• Employee Engagement
Survey Q12
2008
• Employee Recognition
Program
2009
• Employee Engagement Survey
Enhancement Q14
• Employee Exit Interviews
• Exec. Leadership 360°
& Dev. Program
2013
Achieved RMPEx
Timberline Award
• Recruitment Branding
• Ethics Focus
• Strategic Alignment /
Prioritization
2012
Worked on Key Processes
• Career Wow! Career
Exploration
• World Class People –
Employee Recognition
• Leadership 360°
& Dev. Program
• Emerging Leaders LEAD 1.0
2011
RMPEx Foothills
• Lead 4.0
• Internal Services Survey
2010
Submitted CPEx High Plains
Level
2014
Achieved RMPEx Peak Award
• Compensation & Career
Assessment
• Employee Recognition Week
• Safety Focus
• Equity & Inclusion
Strategic Plan
2015
Submitted 1st Baldrige
Application
• Employee Position
Classification
• Total Rewards
• Performance Management –
QPA
• Volunteer Survey
2016
Submitted 2nd Baldrige
Application and 1st Site Visit
• Talent Acquisition & Learning
New Technology Launch
2017
Submit 3rd Baldrige
Application
• Compensation Overhaul
• Job Architecture
• Managing & Leading at
the City
• Employee Engagement
Core 34
2018
Baldrige
Recipient
8
Pause and Reflect
9
Our Core
Vision
To provide world-class municipal
services through operational
excellence and a culture of
innovation.
Mission
Exceptional service for an
exceptional community.
Values
Collaboration
Excellence
Integrity
Outstanding Service
Safety & Well-being
Stewardship
10
Our Leadership System
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Our Leadership System
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Our Culture
13
Pablo’s Story
Total Rewards Framework
14
• Measuring
engagement
• Sharing perceived
strengths and areas
for improvement
• Identifying interests
3 Talent Principles
15
FeedbackRelationships
• Team member +
Organization
• Team member +
Manager
• Team
Attracting and Retaining
• Work that matters
• Strategic Alignment
• Total Rewards
WHAT MATTERS:
A Culture of Engagement/Results
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Pause and Reflect
Performance Excellence
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PreparationAccumulation of projects, the work, new
initiatives. Developing our story.
WHY BALDRIGE?
Validation
Surveys, focus groups, trend analysis
benchmarking, processes, procedures.
Improving our story.
External VerificationInterviews, Category meetings, team member
meetings. Validating our story.
Our stories
19
• Feedback – QPA
• Relationships –
Volunteer Program
• Attracting and Retaining
Talent – Total Rewards /
Job Architecture
Our Journey Continues
20
Utilizing Feedback
• Core 34 and QPA goals
Attracting and Retaining
• Talent acquisition and
onboarding enhancements
• Optimize technology and
mobile applications
• Alumni connection program
Enhancing Relationships
• Leadership competencies
and job descriptions
21
