1 / 26

PHC People Strategy Update

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

garron
Download Presentation

PHC People Strategy Update

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. PHC People Strategy Update Expanded Leadership Forum June 14th, 2013 Lori Charvat, Corporate Director, People Strategies, Recruitment, Wellness & Safety

  2. 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

  3. Strategy Aims, Objectives and Drivers

  4. People StrategyDriver Diagram

  5. 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

  6. 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

  7. PerformanceLink: Performance Planning and Review • SUPPORTS… • Engagement • Professional Development • Succession Planning

  8. Performance linked to Strategic & Operational Priorities AND Individual Development Strategic Directions & Operational Priorities Action Plans Competencies

  9. 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

  10. PHC Check-up June 2013

  11. 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

  12. Why Leadership Development? 14

  13. 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

  14. 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

  15. Pathways

  16. 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

  17. 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

  18. 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

  19. The SYNERGY of PEOPLE STRATEGIES ENGAGEMENT TEAMS LEADERSHIP Sweet Spot

  20. 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

  21. Measuring our Success

  22. 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)

  23. 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)

  24. Questions?

More Related