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broad overview of other NLC centers on org slide

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Just thinking about the 20th anniversary conversation across the powerpoint/videos- in a year or so that may become dated and need a refresh

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is it helpful/timely (within scope of this PPT) to diverge from YEF orientation to give attention to all of NLC?

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is it helpful/timely (within scope of this PPT) to diverge from YEF orientation to give attention to all of NLC?

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opportunity to reflect roles of Robert, Cliff...

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opportunity to reflect roles of Robert, Cliff...

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frequency of updating the ppt and responsibility

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frequency of updating the ppt and responsibility

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While I understand the want to dig into the full NLC stuff within the YEF orientation- I also think some of that should be held in HR and wouldnt want YEF to have to pick up slack

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How does this connect to the updated Talent Management materials? 

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How does this connect to the updated Talent Management materials? 

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Wasn't NLC getting an intranet at some point or is teams serving that purpose? Just trying to think about the practical side of accessing orientation materials.

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add facilitator note for org chart with names on paycom

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add facilitator note for org chart with names on paycom

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Second facilitators notes. Making sure to connect what is being shared with the work the person is doing.

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Very helpful- Not sure if the Sr Specialists/Specialists roles should be included? While not formally "leadership" it seems like all other roles are there aside from theirs 

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Very helpful- Not sure if the Sr Specialists/Specialists roles should be included? While not formally "leadership" it seems like all other roles are there aside from theirs 

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Make

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I like the idea of these documents being available to all in TEAMS, so can refer to as needed

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I like the idea of these documents being available to all in TEAMS, so can refer to as needed

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Perhaps state degree of authority of different groups such as SET and SMT (i.e., policy setting vs. advisory)

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Perhaps state degree of authority of different groups such as SET and SMT (i.e., policy setting vs. advisory)

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Should we consider providing a YEF org chart with names, titles, pictures?

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Should we consider providing a YEF org chart with names, titles, pictures?

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The PPT slides are good but definitely need updating. 

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The PPT slides are good but definitely need updating. 

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Show people how to access the teams "who" org chart and find YEF

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SSCI - Strong Southern Communities Initiative  

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SSCI - Strong Southern Communities Initiative  

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Map of where we've worked/are working currently

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map of where YEF staff are located

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Please Add YEF's mission, vision and how each center contributes - what is the vision/mission/goals for each of the program areas

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Please Add YEF's mission, vision and how each center contributes - what is the vision/mission/goals for each of the program areas

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What program area does Anthony's work live in (SSCI & housing)

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What program area does Anthony's work live in (SSCI & housing)

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Each program area should design their one slide to  showcase their work and then be responsible for keeping it up-to-date. 

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Each program area should design their one slide to  showcase their work and then be responsible for keeping it up-to-date. 

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add established networks on the basic facts slide

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add established networks on the basic facts slide

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YEF dashboard of all the current initiatives as part of orientation and ongoing updates in another format?

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YEF dashboard of all the current initiatives as part of orientation and ongoing updates in another format?

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YEF meeting planning, timelines and procedures should be included in the orientation 

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YEF meeting planning, timelines and procedures should be included in the orientation 

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Yes I think it's important to think of adult learning principles when thinking about how to lay out orientation information. If too much is presented at once, it is harder for people to retain.

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Yes I think it's important to think of adult learning principles when thinking about how to lay out orientation information. If too much is presented at once, it is harder for people to retain.

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Now that we have started these staff "level" groups with Robert- wondering if incorporating those groups into orientation with their peers so they know those in similar roles across teams

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Now that we have started these staff "level" groups with Robert- wondering if incorporating those groups into orientation with their peers so they know those in similar roles across teams

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I agree with Denise's point about being intentional about relationship building 

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I agree with Denise's point about being intentional about relationship building 

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I am not sure if there was one when I first joined, but I think it is also much less intimidating for new hires to have a "new hire only" social event, because joining a larger full YEF social can be intimidating for a more reserved new hire

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I am not sure if there was one when I first joined, but I think it is also much less intimidating for new hires to have a "new hire only" social event, because joining a larger full YEF social can be intimidating for a more reserved new hire

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While important to be sure that employees have what they need- it is also important to get HR on track with providing a consistent orientation to new hires on the basics of the organization- So, just wanting to be sure we focus on YEF

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Have we thought about personality tests or other assessments to get people thinking about their work styles/etc? Just a way to get talking about a persons style/goals/etc.