dhs leadership academy presenter: rosemary calhoun presentation to: dhs leadership date: july 16,...
TRANSCRIPT
DHS LEADERSHIP ACADEMY
Presenter: Rosemary Calhoun
Presentation to: DHS Leadership
Date: July 16, 2014
Georgia Department of Human Services
Vision, Mission and Core ValuesVision Vision
Stronger Families for a Stronger Georgia.Stronger Families for a Stronger Georgia.
MissionMissionStrengthen Georgia by providing Individuals and Families access to services that promote self-sufficiency, independence, and protect Georgia's vulnerable children and adults.
Core ValuesCore Values• Provide access to resources that offer support and empower Georgians and their families. • Deliver services professionally and treat all clients with dignity and respect. Manage business
operations effectively and efficiently by aligning resources across the agency. • Promote accountability, transparency and quality in all services we deliver and programs we
administer. • Develop our employees at all levels of the agency.
The Carl Vinson Institute of Government (CVIOG) was asked to develop a training and development program to address the need for enhanced leadership, management, and supervisory skills in the Department of Human Services in an effort to align with and transition to Commissioner Horton’s vision and to build organizational capacity.
THE ACADEMY
The first Session started January 21, 2014 and participants who successfully completed the program graduated June 25, 2014.
The Leadership Academy consist of 9 days of in-person and group learning activities.
There were 26 students enrolled in the first session.
REQUIREMENTS
Commit to attend all sessions.
Completion of course assignments to include reading 5 current management books.
Identify a mentor and actively collaborate on personal leadership development.
Propose and prepare a team based organizational improvement project.
Each session will feature different topics. In support of the progressive nature of the course design and to reinforce learning, students will complete components of an Organizational Improvement Plan during the five intersessions periods and will present their plan in the final session
Participants will arrive at Sessions 2–5 with a revised version of the organizational improvement program component(s) that was submitted during the previous session. For Session 6, project teams are expected to arrive prepared to orally present their final organizational improvement project and submit a written version of it.
The CVIOG facilitator and participant peers will provide constructive, critical assessments of each plan presented.
THE SESSIONS
Project Name General Purpose Scope; Impact; Outcome
Successful Career Track Development
Establish comprehensive career tracks to strengthen succession opportunities
Foster and strengthen the atmosphere of employee appreciation while subsequently encouraging employees to produce quality work towards intrinsic goals of exposure and recognition.
Universal Intake
Allow customers to apply for benefits at either a DFACS office or a Child Support office
Improve customer and field office efficiency and service by providing seem-less benefits to customers. Address technology constraints and offer multiple location common data interaction
Rebranding the Image of DHS by Restoring Trust
Restore trust in DHS and ultimately improve the internal and external image of DHS
Address strategies for increasing the internal and external positive perception of DHS.
The Mentorship Project
Explore the benefits and needs of reestablishing a mentorship program in DHS
The general belief is that mentoring is beneficial to staff; it provides an increased level of skill and knowledge, and increases retention. There is consistent interest throughout DHS Leadership Academy participants and field staff in the importance of a support system to ensure the appropriate skills and knowledge are acquired, which in turn will increase the likelihood of success.
Employee On-Boarding Program
Develop a comprehensive onboarding program for new DHS employees with an initial focus on the FICUM position
A) Address turnover trends and the associated costs.B) Build and train a more competent cohesive workforce
BENEFITS AS DESCRIBED BY PARTICIPANTS
ACADEMY 2ND SESSION
GRADUATES OF THE FIRST SESSION
QUESTIONS