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1
Capital Services GroupBringing Value to Government
Shelby Banton Valerie Fletcher Brent Kelley Mark Rickrich
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Agenda
Introduction Team Experience The Product Lessons Learned
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The Team Experience
Product Objective and Challenge
»Creation of a New Orientation packet
»Pulling from resources»Forming as a team
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Who will benefit from this product?
»Stakeholder Identification› The Governor› Facilitators and Sponsor › Front-line Supervisors› New State of Ohio Employees
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The Team Experience
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The Business Challenge
» Main components of the Orientation Packet
» Final project measurement› Implementation by July 2008 5
The Team Experience
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Charter Development
» Mission Statement » Scope Statement » Product Deliverable
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The Team Experience
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Assumption & Constraints
» Risk analysis ›Four assumptions
» Risk analysis›Three constraints
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The Team Experience
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The Team Experience
Team Name
Capital Service Group
“Bringing Value to Government”
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» Shelby (enfP)» Valerie (ISTJ)» Brent (ESTJ)» Mark (ISTJ)
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The Team Experience
Team Personality Types
Capital Services Group TypeISTJ
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Realignment of team Members
» Changes in team members» Changes in roles
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The Team Experience
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Work Breakdown Structure (WBS)
Gantt Chart Development
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The Team Experience
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Shelby Banton
ExecutionMonitor & Control
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Execution
Triple ConstraintTime
ScopeCost
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Time Management
Inputs Gantt Chart Monitoring Schedule Control
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Quality Assurance Monitoring
Quality Assurance Monitoring
» Team member quality and control
» Review of team member deliverables
» Feedback» SMEs
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Quality Assurance Monitoring
Problem Solving»Coaching»Focusing»Teamwork»Venting»Back-Up Plan
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Stakeholder Management
Communication Management Plan
Face to FaceMeeting MinutesAvoiding Scope Creep
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State of Ohio
Orientation Program
Mark Rickrich
Project Deliverables
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An Important Piece of the Puzzle
The theme established for the project involved a picture of the State of Ohio broken into puzzle pieces, with one piece of the puzzle set off to the side, symbolizing the new employee and their importance as a key piece of the puzzle
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Orientation Goals
Positive First ImpressionBuy-in to the Governor’s VisionEmployee Familiarity with WorkEffective CommunicationReducing Employee TurnoverIncreasing Accountability and
EfficiencySaving Taxpayers Millions of
Dollars!20
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Job-Specific Orientation GoalsEnsure understanding of Agency’s
business process and employees work tasks
Provide details on the resources the employee needs to perform work tasks
Introduce employee to personnel they will interact with on a regular basis in job
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CSG - Project Deliverables
State of Ohio Orientation Program Components:
» Ohio History and Government Brochure
» Orientation Toolkit» Supervisor Checklist» Supervisor and Employee
Surveys» Users Manual 22
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Ohio Government Yesterday
History and Perspective» Origins of statehood» Early Ohio government
Interesting information » Ohio’s capitol and 88 counties» State symbols and emblems
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Ohio Government Today
Current Ohio Government Governor Ted Strickland and
his vision for OhioProvides a schematic of
Ohio’s government
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Orientation Toolkit
Orientation Overview and Goals
Orientation Toolkit
Description of Tools
Explanatory Appendices 25
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Orientation Toolkit15 different orientation methods,
or “Tools” The Tools are oriented toward
interpersonal communicationThe Tools are divided into 3
groups» Personality type» Education level»Work experience
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Description of Tools
Group 1: One-on-One Methods
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»Buddy System»Mentoring Program»Shadow Boxing
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Description of Tools
Group 2: Open Discussion Forums
»Q&A Mini-Sessions»Roundtable Sessions»Resource Train»“Do Call” List»Reverse Interviews»Boot Camp
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Description of Tools
Group 3: Supervisor-Led Strategies
»Supervisor-Directed Study»Scavenger Hunt»Orientation Quiz»Multi-Media Presentation»Who’s Who and What Do They Do»Freestyle Resource Review
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Supervisor Checklist
Effective and Informative Orientation
Performance Review Process
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Supervisor Checklist Info
Prior to day 1 preparationWelcomePosition description and
resourcesDiscussion of work hours,
leave, etc.Agency policies and proceduresCareer development resourcesAccountability
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Surveys
Purpose Supervisor and the New
Employee Feedback and Monitoring Analysis and Revisions
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Users Manual
General instructions for use of the
State of Ohio Orientation Program
Ohio History and Government Brochure
Orientation Toolkit Supervisor Checklist Surveys and Processing Guide 33
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Conclusions &Recommendati
onsBrent Kelley
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Single Largest Challenge?
RevenueResourcesStrategy
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Workforce
KnowledgeExperienceCapability
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Competition - Retention
Local Federal Private
Sector
› Training › Education› Develop
• Education
• Development
• Training
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Purpose
Personalize Big picture Vision & Culture
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Process
SupervisorEmployeeCommunication
Change
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Pay Off
Supervisor/employee rapport» Strengthening
communication » Teamwork » Reduction of job remorse » Increase Employee retention
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Risks
Employee TurnoverLoss of ProductivityWasted Training Financial
ResourcesPoor Resource ManagementNo Change Management Process
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Recommendations
Proto type per SpecificationWebsite Disk or Accessible Storage
mediumHard copy (printed version)Training
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Lessons Learned
Team Work Value Input from OthersValuable Techniques
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Conclusion
Growth of State
State of Ohio
Orientation Program
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THANK YOU
Question & Answer