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Stream line new hire training

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By June 2022, MS Director will complete the Program Employment Specialist Position approval and advertisement through the painful and belabored College process. MS Director will confirm the interview committee considering staff job description, experience and background. Committee will create appropriate, behavioral-based questions for interview using the reduction in implicit bias format.

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Restructure our training program to include a 5-week initial training program plus ongoing follow-up and mentoring for 6 months. Establish learning goals for important milestones along the way (e.g. 30, 60, 90, 180 days) and measurement strategies (KPIs) for program success.

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Planning to build a monthly newsletter that works in conjunction/off set from our monthly All-Staff meetings. Something to keep the team connected with the office, team successes, opportunities, etc.

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Restructure our weekly team meeting to create better participation from all team members by October 2022.

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I'd like to help educate our team about paths for growth in order to develop their long-term vision for their role within NWC. I am planning to meet with each team member to speak about our job grouping matrix, leadership positions, and different niches to help each person discover their purpose.

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By July of 2022, I will be utilizing pre recorded meetings for agenda items pertinent to tasks/needs from staff for that month. This will allow for staff to access information at a time that fits their schedule  as well as listen as often as needed.

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By July of 2022, I will be utilizing pre recorded meetings for agenda items pertinent to tasks/needs from staff for that month. This will allow for staff to access information at a time that fits their schedule  as well as listen as often as needed.

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By August 15th, 2022, update New Hire Program training guides and resources to ensure that the training is issued in the same manner across the organization. Work with Program Managers to review full training process while updating the training guide.

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I am going to meet with each staff member, to touch base with them about their goals previously set, have they changed? What are their strengths and where do they want to grow and/or create a niche?  Want to have a unscripted conversation, but touch on these topics at a minimum.

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What is your 6 month program goal?
To retain the the 6 employment consultants we have and have them feel comfortable doing the "day-to-day" service, gain at least 1-2 employment consultants, and hire a new manager for our office by October of 2022.

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By July 2022 my goal is to set one to one weekly schedules for individual face time with my team.  In the first meeting of the month we will discuss the individuals goals and progress toward the goal.

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Grow two teams by one EC each (2 total). This includes growing clients served (10-15%) and funding streams (FCS).
Train all team members in variety of services: job development, coaching, CBA, TWE, FCS, School to Work, etc.

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Focusing on job development and taking what I know and do best when finding individual jobs and breaking them down into pieces that I would be able to present to my team! Also, how I can take a “person-centered approach” to each member of my team so I can best support them toward individual best practice outcomes.

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6 month goal - hire CBA Coordinator and Employment Consultant - (north king)
SMART - yes
Actions - review all incoming applicants within 8 hours
Identify a competitive salary
re-worked job description

Identify networking outreach - LinkedIn, Indeed, CEA, need to ID additional websites to target diverse talent pool
Keep in communication with HR daily

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King County program goal: hire 1-2 more staff by the end of June 2022 to open up King County to accepting more new client referrals and get client coverage off current staff caseloads.
Transition Team program goal: hire 1 more staff for Project SEARCH program by end of May 2022, and 1 more staff to take on primary services for this year's transition graduates by the end of July 2022.

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To create and/or refine a new DVR system that is inclusive of our set works program so that everyone does it the same.  This process will include speaking with Matthew at our Spokane office, speaking with our Executive Director on her needs/expectations and then getting feedback from leadership. This step needs to be completed by 5/15/2022, and then taking those ideas and creating a checklist so the process is streamlined and is done the same in both area offices. Approval by leadership team by 5/31/2022, then implement and training for those that work with DVR by end of June 2022.

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My goal is to have 1 on 1 meetings with every staff member to get every SETWorks profile completely up to date with EVERYTHING we need. I will meet with everyone bi-weekly to make sure all information is usable, understandable, and complete.

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What is your 6 month program goal?
By June 2022, I have developed a proposal and transition plan to move to a rolling service plan and annual paperwork process.
Is it SMART?
Is it measurable and doable?

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In this breakout, you will meet with your team and discuss the following:

What is your 6 month program goal?
Is it SMART?
Is it measurable and doable?

Create a post in the padlet sharing your 6 month goal. Make sure to write your name and organization at the top of your post.