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PHC People Strategy Update. Expanded Leadership Forum June 14 th , 2013. Lori Charvat, Corporate Director, People Strategies, Recruitment, Wellness & Safety. AGENDA. Strategy Aims, Objectives and Drivers Major Projects - overview Performance Link Respect & Civility at Work

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phc people strategy update

PHC People Strategy Update

Expanded Leadership Forum

June 14th, 2013

Lori Charvat, Corporate Director, People Strategies, Recruitment, Wellness & Safety

agenda
AGENDA
  • Strategy Aims, Objectives and Drivers
  • Major Projects - overview
        • Performance Link
        • Respect & Civility at Work
        • Leadership Development Strategy
        • Leadership Support Project
    • Key Accomplishments
    • Measurement
    • More information on the People Strategy
people strategies 3 aims
Aim 1:

Aim 2:

Aim 3:

People Strategies:3 AIMS

A workplace where all people are highly engaged in contributing to PHC’s success

Exceptional leaders who create environments where people do their best

Teamwork that produces amazing results

aim 1 what does engagement mean within the providence plan
Aim 1:What does “ENGAGEMENT” mean within the Providence Plan?

OBJECTIVES

The WORK

  • PerformanceLink
  • Respect at Work
  • Civility and respect foundational
  • Workload allocation matched to capacity
  • Clarity of roles & accountability
  • Transparency in decision-making
  • Learning opportunities
performancelink performance planning and review
PerformanceLink: Performance Planning and Review
  • SUPPORTS…
  • Engagement
  • Professional Development
  • Succession Planning
performance linked to strategic operational priorities and individual development
Performance linked to Strategic & Operational Priorities AND Individual Development

Strategic Directions & Operational Priorities

Action Plans

Competencies

respect and civility at work
Respect and Civility at Work

Rooted in our Mission and Values

Supports engagement, wellness, effective teams

Sets out expectations, responsibilities and accountability

Applies to all PHC staff, physicians, students, volunteers, contractors. . . Patients, residents, and their family

Cross functional working groups in place to ensure policies and support services are aligned.

Rollout: defined process, resources in place, education

aim 2 how do we create exceptional leaders and people at their best
Aim 2:How do we create “Exceptional Leaders” and people at their best?

OBJECTIVES

The WORK

  • Leadership Development Strategy – defined competencies, learner groups
  • Redesign leadership structure to ensure capacity
  • Leadership Development Strategy
  • Clinical Leadership Support Project
leading at providence
Leading At Providence

PURPOSE:To provide programs and opportunities for PHC leaders to grow their leadership and develop the attitudes, knowledge and skills to deliver on our strategic directions and enable exceptional care for patients, residents and their families

leadership development strategy
Leadership Development Strategy

Strategic Directions & Organizational Priorities

Personal goals, strengths and aspirations

Performance Planning and Review

Leadership Self Assessments

Developmental Actions Plans

Leadership Development Pathways

Core

Senior

Experienced

Foundational

leadership support project mandate
Leadership Support ProjectMandate:

To support PHC’s clinical leaders, especially OLs by:

Identifying gaps between role expectations (JD) and capacity

Identifying barriers to “leaders doing their best”

Address the gaps, barriers

Co-Creation

Co-Ownership

top 3 challenges to effective leadership identified by ols
Top 3 Challenges to Effective Leadership – identified by OLs

Workload allocation (skill to task match)

Managing data: gathering, synthesizing and utilizing metrics for effective and productive operations

Managing people: recruitment, attendance, performance reviews

leadership support project key developments
Leadership Support ProjectKey developments

Survey development + data collection, completed November 2012

Validation of results through focus groups, completed April 2013

Planning – underway with OL working groups to design the “fixes”

Dedicated funding for administrative support for SPH Operations Leaders

the synergy of people strategies
The SYNERGY of PEOPLE STRATEGIES

ENGAGEMENT

TEAMS

LEADERSHIP

Sweet Spot

key accomplishments
Key Accomplishments
  • PerformanceLink – Phase 1 launch
  • Respect & Civility Project – working groups in place; project mapped
  • Leadership Support Project – projects identified, relationships forming, co-creation in process
  • Leadership Development Strategy – drafted
  • First cohorts of Mid-level and Senior leaders “in training”
  • New Employee Orientation –evaluated, in design
measurement
Measurement

Engagement, Safety & Connection:

PHC Check-up

Sick Time

Retention Rates

On-boarding experience (new hires)

Leadership Development:

Special reports on advancement

Performance Link (development plans in place)

information on the people strategic direction
Information on the People Strategic Direction

Visit the People page on the Strategic Plan site:

Phcnews.ca > Strategic Plan > Strategic Directions > People

Driver Diagram

ELF Presentation

Poster (coming October 2013)

Q & A (coming October 2013)