january 14, 2008 kh consulting group 1 county of orange compensation survey workshop kh consulting...

January 14, 2008KH Consulting Group

1

County of OrangeCompensation Survey Workshop

KH Consulting Group (KH) Team: • Gayla Kraetsch Hartsough, Ph.D – KH President• Tom Greer – KH Resource Consultant• Heather Sims – KH Consultant This report is solely for the use of client personnel.

No part of it may be circulated, quoted, or reproduced for distribution outside the client organization

without prior written approval from KH CONSULTING GROUP (KH).This material was used by KH during an oral presentation and,

therefore, is not a complete record of the discussion.


2

WELCOME


3

Welcome

• KH Team–Gayla Kraetsch Hartsough, Ph.D.

–Tom Greer

–Heather Sims


4

WORKSHOP AGENDA

• Project Overview

• Compensation Survey Data

• Choosing Positions to Survey

• Compensation Survey Steps

• Creating a Survey Peer Group

• Interpreting Data

• So What? Now What?

• Wrap-up & Next Steps


5

2007-2008 Project ObjectivesPhase I – Compensation Survey: Survey of

54 benchmarked positionsPhase II – Compensation and Recruitment

Strategies: Development of strategies for the recruitment and retention of employees in hard-to-fill positions

Phase III – Compensation Survey Template and Workbook: Design of an online benchmark survey tool and training materials for Orange County HR professionals to use


6

PHASE I: Compensation Survey Participation Comparison

COMPARISON 1996 2007 Δ %

Benchmarked Positions 57 54 -5%

Participant Organizations 160 95 -59%

Incumbents 45,938 67,312 +47%

Note: The 1996 Survey also surveyed small businesses outside of Orange County, resulting in more participant organizations with few employees/incumbents.


7


8

5 PROXIMATE COUNTIES

• Los Angeles• Riverside • San Bernardino • San Diego• Ventura


9

STATEWIDE COUNTIES

• Alameda

• Sacramento

• San Francisco

• Santa Clara


10

Executive and Professional1. Chief Executive Officer2. Chief Information Officer 3. Chief Financial Officer4. General Counsel 5. Airport Director6. Health Care Director7. Executive Director

Management and Professional8. Attorney9. Manager, Operations10. Manager, Budget11. Manager, Human Resources12. Manager, Facilities13. Accountant/Internal Auditor14. Contract Analyst 15. Software/Programmer Analyst16. Telecommunications Engineer 17. Civil Engineer18. Child Support Officer19. Social Worker 20. Health Care Service Chief21. Staff Nurse (R.N.)22. Nurse Practitioner23. Occupational Therapist 24. Physical Therapist 25. Clinical Psychologist 26. Public Health Microbiologist 27. Hazardous Waste Specialist

PHASE I: Positions Surveyed


11

Clerical28. Office Technician 29. Word Processing Technician30. Office Specialist 31. Data Entry Technician 32. Administrative Assistant/Secretary 33. Accounting Assistant 34. Office Supervisor 35. Executive SecretarySafety36. Police Officer/Deputy Sheriff37. Investigator/Detective/Sergeant38. Juvenile Probation Counselor

Technical39.Armed Security Guard 40.Radio Dispatcher 41.Buyer (Purchasing)42.Engineering Technician 43.Laboratory Assistant 44.Maintenance Inspector45.Communications Technician 46.Eligibility Technician47.Administrative AnalystTrade48.Equipment Mechanic49.Plumber50.Power Equipment Operator 51.Laborer52.Air Conditioning/HVAC Mechanic53.Craft Supervisor 54.Automotive Mechanic



12


The positions surveyed:• When grouped into job families, represent

58.7% of County of Orange workforce

• Reflect positions surveyed in 1996

• Include hard-to-recruit and hard-to-retain positions


13

PHASE II: Recruitment and Retention Workshop

Objectives

• Evaluate current workforce challenges

• Evaluate, discuss, and develop strategies to address the County’s recruitment and retention challenges

• Define what changes are needed to improve recruitment and retention and achieve strategic directions


14

PHASE III: Compensation Survey Workshop

Today’s Objectives

• Understanding what information can be gathered in a compensation survey

• Learning how to conduct a compensation survey

• Discussing first steps needed to develop a multiyear survey plan

• Understanding how to interpret and use the survey data


15

WORKSHOP AGENDA










16

Benchmark Capsule Summary

CATEGORYNO. OF

INCUMBENTS

AVG NO. OF YEARS IN POSITION

BASE SALARYTOTAL

COMPENSATIONTITLE FREQUENCY

OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2

SECTOR Senior Office Specialist 2GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1

PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1EDUCATION 146 15.5 $50,561 $66,396 Billing Clerk 1

SIZE Clerk Typist IV 1MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1

LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1

SMALL 30 8.1 $43,964 $52,880 Legal Document Specialist III 1REGION Legal Processing Assistant; Medical Office Assistant II 1

ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1

Principal Office Specialist 1Secretary 1Secretary I 1Senior Administrative Assistant 1Senior Administrative Legal Clerk and Senior Legal Secretary 1Senior Clerk Typist A 1Senior Legal Office Assistant 1Staff Assistant I 1Staff Support Associate 1

completion of 360 hours of relevant training.

Office Specialist 0536CL Benchmark Exhibit III-30 Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology, and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office

County of Orange Vacancy Rate - 10.20%County of Orange Recruitment Difficulty - Average

4 18 3

Position Match Frequency

More

Close

Less

2 17 5

Difficulty of Recruitment Frequency

Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000

Participant Organization

To

tal

Co

mp

ensa

tio

n


17

CATEGORYNO. OF

INCUMBENTS


BASE SALARYTOTAL













4 18 3


More

Close

Less

2 17 5


Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n



18

Office Specialist 0536CL Benchmark Exhibit III-30

Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology, and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office practices, or a closely related field; or completion of 360 hours of relevant training.



19


CATEGORYNO. OF

INCUMBENTS


BASE SALARYTOTAL













4 18 3


More

Close

Less

2 17 5


Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n


20

Benchmark Capsule SummaryCATEGORY BASE SALARY TITLE FREQUENCY









30000

40000

50000

60000

70000

80000

90000


21


CATEGORYNO. OF

INCUMBENTS


BASE SALARYTOTAL













4 18 3


More

Close

Less

2 17 5


Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n


22


4 18 3


2 17 5

Difficulty of Recruitment FrequencyDifficult

Average

Easy

More

Close

Less


23


CATEGORYNO. OF

INCUMBENTS


BASE SALARYTOTAL













4 18 3


More

Close

Less

2 17 5


Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n


24

Benchmark Capsule SummaryCATEGORY

NO. OF

INCUMBENTS

AVG NO. OF

YEARS IN

POSITION

BASE SALARYTOTAL

COMPENSATION

OVERALL 2050 8.0 $45,389 $58,468

COUNTY OF ORANGE 435 6.0 $40,705 $57,471

SECTOR

GOVERNMENT 1450 6.8 $42,566 $57,024

PRIVATE 11 7.0 $55,960 $57,879

NON-PROFIT 8 5.5 $41,650 $54,825

EDUCATION 146 15.5 $50,561 $66,396

SIZE

MEGA 1371 7.7 $44,189 $60,186

LARGE 207 8.7 $49,379 $64,301

MEDIUM 7 NR $42,972 $61,020

SMALL 30 8.1 $43,964 $52,880

REGION

ORANGE COUNTY 42 7.2 $52,017 $65,140

SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237

NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948


25


CATEGORYNO. OF

INCUMBENTS


BASE SALARYTOTAL













4 18 3


More

Close

Less

2 17 5


Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n


26


30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n


27

WORKSHOP AGENDA










28

ACTIVITY: Choosing Positions to Survey• Read through the list of all County of

Orange positions

• Highlight positions of concern


29

ACTIVITY: Choosing Positions to SurveyObjectives to determine:

• Top 20 positions to be surveyed

• Reason(s) why for each

• Prioritize

• The Department(s) involved


30

Examples of Benchmark Position Criteria

• Representative of a complete range of jobs surveyed

• Core position in an organization’s workforce

• Numerically important• Well known or common• Relatively stable job content• Good reference points in a

job structure concerning level of difficulty and responsibility

• Clear and concise description

• Hard-to-recruit• Hard-to-retain• High profile• Limited number of

incumbents, such as Executive positions

• Positions with conflicting viewpoints regarding value in the marketplace


31

GROUP ASSIGNMENT

If your birthday lands within:• January-April – Heather in room 169• May-August – Gayla in this room• September-December – Tom in room 214/216

*TAKE A BREAK*


32

ACTIVITY DISCUSSION


33

WORKSHOP AGENDA










34

Inclusive Survey Approach

WHY?• Promotes a smoother

process• Encourages project

ownership by all parties• Results in a more

relevant project outcome

WHO?• Department HR staff

members conduct the survey and analysis

• A Survey Manager, an individual within the Human Resources Department oversees survey facilitation


35

Survey Approach

Survey Oversight Committee (SOC)• Membership:

– Labor representatives – Other stakeholders who might have valuable

insight into relevant compensation issues or would be affected by the survey results

– Possible term limit

• Stakeholder involvement with and understanding of the survey process

• Objectivity and buy-in of survey results • Strictly advisory role in the survey process


36

Multi-Year Survey Calendar

• Developed by the Human Resources Department and other involved County of Orange Departments

• Purpose– Identifies Survey frequency– Identifies Positions to be surveyed– Identifies involved Departments– Minimizes redundancy


37

Survey Peer Group

• A master list of peer organizations and agencies that the County will routinely include in compensation surveys

• The Human Resources Department will:– Coordinate with the Departments to identify the

Peer Group organizations and develop the list– Contact the organizations to discuss the survey

calendar, process, and enter into an informal participation agreement.

– Maintain the list and ensure that it is up-to-date


38

Survey Action Plan


39

Compensation Philosophy

The Compensation Philosophy should: • Align with the County of Orange Strategic Focus• Align with human resources goals and strategies• Reflect the County of Orange work culture• Create a motivational framework for compensation• Clearly state its purpose• Address Total Compensation

– Base Pay– Benefits

• Address recruitment and retention


40

Step 1: Develop Survey Timeline

Week Task 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Identify benchmark positions, assign titles, and write capsule descriptions

Identify potential survey participants, including contact information

Build online survey

Disseminate online survey

Collect and analyze survey results

Prepare Orange County reports

Prepare participants' reports


41

Step 2: Select Benchmark Positions • Representative of a

complete range of jobs surveyed

• Core position in an organization’s workforce

• Numerically important• Well known or common• Relatively stable job

content• Good reference points

in a job structure concerning level of difficulty and responsibility

• Clear and concise description

• Hard-to-recruit• Hard-to-retain• High profile• Limited number of

incumbents, such as Executive positions

• Positions with conflicting viewpoints regarding value in the marketplace


42

Step 3: Assign Benchmark Position Titles and Write Capsule Descriptions • Keep the survey audience in mind • The benchmark position title and

capsule description are the only references survey respondents have for determining if they have a comparable position in their organization.

• The validity of survey data relies heavily on the respondents’ perception, making descriptive clarity and accuracy paramount.


43

Step 3: Assign Benchmark Position Titles and Write Capsule Descriptions POSITION DESCRIPTION• Reporting and supervisory duties• Descriptive statements that relate to the

responsibilities• Required number of years of experience or

job knowledge• Required educational level • Required discipline or specific course work • Required licenses or certifications• Required travel/driver’s license requirement • Other required special abilities


44

Step 4: Build Online Compensation Survey

ONLINE SURVEY TOOLS

• Less resource intensive

• Real-time updates

• Easy follow-up

• Simplifies data entry and analysis

http://images.google.com/imgres?imgurl=http://www.sbtechnologymagazine.org/uploads/zoomerang_cmyk.gif&imgrefurl=http://www.sbtechnologymagazine.org/magazine/read/archives/articles/article.php%3FProposalOnlineID%3D482&h=205&w=567&sz=24&hl=en&start=3&um=1&tbnid=164nlILMeSwK2M:&tbnh=48&tbnw=134&prev=/images%3Fq%3Dzoomerang%26svnum%3D10%26um%3D1%26hl%3Den%26sa%3DN


45

Online Survey Tools

• Less resource intensive

• Real-time updates

• Easy follow-up

• Simplifies data entry and analysis


46

Survey Invitation and Introduction Page


47

Section 1: Employer General Information


48

Section 1: Employer General Information


49

Section 2: Compensation for Benchmark Positions


50



51



52

Survey Completion


53

Survey Completion


54

Step 5: Identify Target Organizations to be Surveyed and Compile Contact Information PARAMETERS

• Relevant labor market(s)

• Relevant-sized organizations

• Relevant business sector(s)

• Relevant geographic targets– Local– Regional– Statewide– Nationwide


55

Step 5: Identify Target Organizations to be Surveyed and Compile Contact Information RESOURCES• County of Orange relevant contacts:

– Public sector peers– Private sector partners– Non-profit partners– Education partners

• Major business listings, including:– California Employment Development Department– The Orange County Business Journal– Los Angeles Business Journal– San Diego Business Journal– Annual Book of Lists for relevant jurisdictions


56

Step 6: Distribute Compensation Survey; Follow-up as Needed

SURVEY DEADLINE• Survey length should be

considered • 1 month to complete the

survey • Pre-planned extension

of 1-2 weeks for late responders.

TRACKING RESPONSES & FOLLOW-UP

• Track respondents’ progress throughout the survey period

• Follow-up • Send reminders at least

twice during survey • Use more than one

mode of contact, including email, telephone, and FAX.


57

Step 7: Collect and Compile Survey Responses


58

Step 7: Collect and Compile Survey Responses

BASE PAY x (1 + BENEFITS %) = TOTAL COMPENSATION


59

Compilation Standards• If a respondent indicates a match or includes salary information for

a position, but does not indicate a number of incumbents, assume “1”.

• If the position is one for which there is reason to believe that the number of incumbents should be significantly great than “1”, attempt to follow up.

• In all other cases, when a data field is left blank by the respondent, do not alter or include any value (including zero) so that the accurate averages can be calculated.

• If all information about the incumbent(s) in a position is provided except for salary, include the incumbent(s), but leave the salary blank.

• If a respondent reports a base salary for a position, but does not provide a percent of base salary representing benefits, there is no total compensation calculated for that position and it is only included in the appropriate base salary averages.

• When an hourly salary is provided, multiply the amount by 2,080 hours to calculate an annual salary[1].

[1] The U.S. Department of Labor uses 2,080 hours as the standard work year for labor statistics.


60

Step 8: Analyze Survey Data • POSITION MATCH – Calculate a frequency count for the number

of times respondents answered for each of the 3 choices – LESS, CLOSE, and MORE.

• POSITION TITLE – Gather the titles provided by respondents and calculate a frequency count for each title.

• NUMBER OF INCUMBENTS – Calculate the average number of incumbents reported by survey respondents.

• ACTUAL ANNUAL BASE PAY – Calculate the average of all responses.

• PERCENT OF BASE SALARY – Calculate the average of all responses.

• TOTAL COMPENSATION – Calculate the average of all calculated figures.

• AVERAGE NUMBER OF YEARS – Calculate the mean number of years reported by survey respondents.

• RECRUITMENT DIFFICULTY – Calculate a frequency count for the number of times respondents answered for each of the 3 choices – EASY, AVERAGE, or DIFFICULT.


61

Presenting Survey Analysis

CATEGORYNO. OF

INCUMBENTS


BASE SALARYTOTAL











Office Specialist 0536CLPerforms difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology, and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office


4 18 3


More

Close

Less

2 17 5


Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n

Position title used in Confidential Compensation Survey

County of Orange Title Classification

Position description used in Confidential Compensation Survey

Orange County indicated by orange data point

Pale green band represents the Overall Total Compensation ± 10%

Total Compensation Median

County of Orange responses highlighted in

Titles used by participant organizations for comparable position and the frequency reported.

pale orange

Variety of comparisons by employer category. Direct market competitors highlighted inpale blue

All other respondents indicated by blue data point

Respondents reported position match

Respondents reported recruitment difficulty

Reported by the County of Orange

CATEGORYNO. OF

INCUMBENTS


BASE SALARYTOTAL











Office Specialist 0536CLPerforms difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology, and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office


4 18 3


More

Close

Less

2 17 5


Difficult

Average

Easy

30000

40000

50000

60000

70000

80000

90000


To

tal

Co

mp

ensa

tio

n

Position title used in Confidential Compensation Survey

County of Orange Title Classification

Position description used in Confidential Compensation Survey

Orange County indicated by orange data point

Pale green band represents the Overall Total Compensation ± 10%

Total Compensation Median

County of Orange responses highlighted in

Titles used by participant organizations for comparable position and the frequency reported.

pale orange

Variety of comparisons by employer category. Direct market competitors highlighted inpale blue

Direct market competitors highlighted inpale blue

All other respondents indicated by blue data point

Respondents reported position match

Respondents reported recruitment difficulty

Reported by the County of Orange


62

Step 9: Generate Reports COMPENSATION SURVEY ANALYSIS should include:• Introduction and Summary

– Context– Scope and Objective– Overall Findings

• Survey Process Explanation• Survey Analysis • Findings DiscussionPARTICIPANT REPORTS • Encourage future collaboration. • Differ from the County of Orange reports

– Treat the County as a confidential participant – Includes OC data in overall totals for each benchmark

position


63

*LUNCH*


64

WORKSHOP AGENDA










65

ACTIVITY: Choosing Positions to SurveyObjectives to: • Identify potential compensation survey

peers• Discuss the reasons why to include

each potential survey peer – Similar size– Similar sector– Direct competitor

• Discuss how to build relationships with potential peers


66

GROUP ASSIGNMENT

If your last name starts with:

• A-H – Tom in room 214/216

• I-P – Gayla in this room

• Q-Z – Heather in room 169


67

ACTIVITY DISCUSSION


68

WORKSHOP AGENDA










69

Data Collected• POSITION MATCH – Calculate a frequency count for the number

of times respondents answered for each of the 3 choices – LESS, CLOSE, and MORE.

• POSITION TITLE – Gather the titles provided by respondents and calculate a frequency count for each title.

• NUMBER OF INCUMBENTS – Calculate the average number of incumbents reported by survey respondents.

• ACTUAL ANNUAL BASE PAY – Calculate the average of all responses.

• PERCENT OF BASE SALARY – Calculate the average of all responses.

• TOTAL COMPENSATION – Calculate the average of all calculated figures.

• AVERAGE NUMBER OF YEARS – Calculate the mean number of years reported by survey respondents.

• RECRUITMENT DIFFICULTY – Calculate a frequency count for the number of times respondents answered for each of the 3 choices – EASY, AVERAGE, or DIFFICULT.


70

Compensation Philosophy

The Compensation Philosophy should: • Align with the County of Orange Strategic Focus• Align with human resources goals and strategies• Reflect the County of Orange work culture• Create a motivational framework for compensation• Clearly state its purpose• Address Total Compensation

– Base Pay– Benefits

• Address recruitment and retention


71

Geographic Differential

Location Composite CPIGeographic

DifferentialOrange County 142.0 est. 1.00

San Diego 141.0 .99

Los Angeles 141.3 1.01

West Urban (more than 1.5 million)

212.549 .989

LA-Riverside-Orange 214.760 1.000

San Francisco-Oakland-San Jose 213.688 .995

Consumer Price Index and Geographic Wage Differential

[1] Information from the February 2007 Consumer Price Index (CPI) Report that is released semiannually by the U.S. Department of Labor Bureau of Labor Statistics. Data displayed is CPI for all Urban Consumers (CPI-U).


72

WORKSHOP AGENDA










73

So What? Now What?

• Write down a “So what?” or “Now what?” on the paper provided

• Give comments to a KH team member

*TAKE A BREAK*


74

Open Space Approach

What is Open Space:• Based in the belief that

organizations and communities run on passion and responsibility Parallel working sessions around a central theme

• Participants create and manage their own Agenda

• It allows groups of any size to self-organize around what they really care about to get things done.

• Kick-start end to apartheid in South Africa

• Design new approaches to cancer research

• Rebuild communities after war

• Increase efficiency and revenue

• Design land use

• Create new products

• Discuss ethnicity and culture

• Bring Palestinians and Israelis together to talk about peace

• Develop strategic plans and bring perceived adversaries together


75

• Whoever comes is the right people– Whoever is attracted to the same conversation are the people who

can contribute most to that conversation—because they care.– They are exactly the ones – for the whole group – who should be

involved.

• Whatever happens is the only thing that could have– We are all limited by our own pasts and expectations.– This principle acknowledges we'll all do our best to focus on NOW –

the present time and place – and not get bogged down in what could've or should've happened.

• When it starts is the right time– The creative spirit has its own time.– Our task is to make our best contribution and enter the flow of

creativity when it starts.

• When it's over, it's over– Creativity has its own rhythm.

Modified “Open Space” Approach


76

Ground Rules– The Law of Two Feet means you take

responsibility for what you care about• You can move to whatever place you can

best contribute or learn.

– The KH facilitators will ensure that discussions, suggested decisions, and ideas are captured and reported.

Modified “Open Space” Approach


77

ACTIVITY DISCUSSION


78

WORKSHOP AGENDA










79

Wrap-up

• What did you get out of today’s workshop?

• What next steps do you suggest?

• Comments?• Suggestions?• Concerns?


80

ACTIVITY DISCUSSION


81

THANK YOU!

january 14, 2008 kh consulting group 1 county of orange compensation survey workshop kh consulting...

Documents

welcome slide

compensation survey

chief executive officer

tom greer heather sims

benchmarked positions

online benchmark survey

chief information officer

chief financial officer