PHC People Strategy Update

Expanded Leadership Forum

June 14th, 2013

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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

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Strategy Aims, Objectives and Drivers

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People StrategyDriver Diagram

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Aim 1:

Aim 2:

Aim 3:

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Categories of Key Organizational Work

Externally Mandated

Work

Strategic Work

(2012-2015Providence

Plan)

AdditionalClinical

Priorities

Work on Hold

People Strategies:3 AIMS

A workplace where all people are highly engaged in contributing to PHC’s successExceptional leaders who create environments where people do their best

Teamwork that produces amazing results

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Aim 1: What does “ENGAGEMENT” mean within the Providence Plan?

• Civility and respect foundational

• Workload allocation matched to capacity

• Clarity of roles & accountability

• Transparency in decision-making

• Learning opportunities

OBJECTIVES The WORK

• PerformanceLink

• Respect at Work

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PerformanceLink: Performance Planning and Review

SUPPORTS…

•Engagement

•Professional Development

•Succession Planning

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Performance linked to Strategic & Operational Priorities AND Individual Development

Competencies

Strategic Directions & Operational Priorities

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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

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PHC Check-up June 2013

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

• Leadership Development Strategy – defined competencies, learner groups

• Redesign leadership structure to ensure capacity

OBJECTIVES The WORK

• Leadership Development Strategy

• Clinical Leadership Support Project

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Why Leadership Development?

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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

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Leadership Development Strategy

Strategic Directions & Organizational

Priorities

Performance Planning and Review

Core Experienced Senior

Personal goals, strengths and

aspirations

Developmental Actions Plans

Leadership Development Pathways

Leadership Self

Assessments

Foundational

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PathwaysPathway Criteria Nos/

yearLength

Content

Senior •Experienced Director •desire to deepen leadership skills and practice •preparation for advancement

5 2 – 5 years

Transforming LINX including executive coach

Experienced

•Experienced Leader/ New Director •desire to deepen leadership skills and practice •preparation for advancement

8 - 10 2 – 3 years

Experienced LINX, stretch project, PHC coach, participation in BCHLDC mentoring,Potential additional program

Core •Front line leadership/ supervisory who has been in the position for one year•desire to gain land deepen leadership skills •preparation for advancement

6 –24

(2 – 8 cohorts of 3)

1 – 2

(intakes in Sept & April)

Core LINX, peer coaching with PHC coach support, stretch projects

•Management track•Mix of F2F & online self study

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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-Ownership Co-Creation

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Top 3 Challenges to Effective Leadership – identified by OLs

1. Workload allocation (skill to task match)

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

3. Managing people: recruitment, attendance, performance reviews

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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

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The SYNERGY of PEOPLE STRATEGIES

ENGAGEMENT

LEADERSHIP TEAMS

Sweet Spot

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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

Measuring our Success

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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)

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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)

Questions?