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Intimidation factor coming to Change Team

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Intimidation factor coming to Change Team

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Looking forward to using the beautiful new forms! And changing our mindsets slowly over time.

"We gotta flail, we gotta fail, we gotta try." - Renee Freiboth

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The hope is that this results in substantive change - that we can measure differences in real life. The fear is that this will be a lot of talking and no change.

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How can we best incorporate it into the beginning stages - what questions ask to flag that it needs to go through RET

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How do we ensure our program is carried out in an equitable way in a virtual environment?

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OCR Cultural Competency Communication has worked well

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Question: For jobs involving limited personal interaction or jobs involving communication that is done almost exclusively by phone (so that race is not usually known), how does one go about identifying situations for which Racial Equity Toolkits would be useful?

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Question: For jobs involving limited personal interaction or jobs involving communication that is done almost exclusively by phone (so that race is not usually known), how does one go about identifying situations for which Racial Equity Toolkits would be useful?

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How do we make sure that we do not lose the operational SME perspective through the process?  How can we ensure that we reach a mutually agreed upon outcome?

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How do we make sure that we do not lose the operational SME perspective through the process?  How can we ensure that we reach a mutually agreed upon outcome?

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What is the initiation process for an RET?

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What is the initiation process for an RET?

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Question: How does the new process work compared to the previous process and also, what are the timelines?

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Question: How does the new process work compared to the previous process and also, what are the timelines?

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How do we navigate RSJI values around/through federal requirements and City policies (fit for duty)?

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Concerns are around how long things can take to get done

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Whatever we can do to reduce barriers, keep that in mind, keep supporting our employees then this is good work. The advisor program allows for quick barrier reduction/triage.

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Scale in terms of what RET is used on, easier to use for bigger projects

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Scale in terms of what RET is used on, easier to use for bigger projects

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How can the RET be completely a part of project life cycle versus separately? How can we ensure it is embedded?

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One person had experience and the other two had no experience but are very excited to have the opportunity and process.

QUESTION: How do you determine if your project should be submitted to RJIS for review?

Are there assigned RJIS personnel to each department? Should they be tapped or not if there are quick questions about the project?

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How can we trust expertise of others who are not a SME on my particular project?

Experience: getting pushed back from other's who are not SME.

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Minimal experience, new to City

only had training when hired and have not had a project or process to use the RET yet

Initially intimidated by the RET, but new process is a relief and more comfortable

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about the human connection the new model.

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Worked with the original RET, and it was cumbersome and overwhelming

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How are we going to communicate this information (and updates) to SHR employees? Are all employees receiving similar communications?

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It's another thing.

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Concerns about On-Going or Small Projects

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Concerns about On-Going or Small Projects

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RET is focused on projects. There are no tools for on-going bodies of work or smaller-scale projects. Is there a possibilities for a mini-toolkit or "lite" version of the RET?

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It's the fabric of the project.

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Are there questions we should be asking ourselves before a particular project would be appropriate for a change team review? If it's a smaller project, are there questions we can be asking w/o going to the change team?

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No/little experience, been at the city for 20 years, but no experience

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Been fortunate enough my team has had members of the change team and they always make sure we think of it, but not familiar with the formal process and how that works.

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Fears: having a clear understanding of timeline of overall process. 

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Fears: having a clear understanding of timeline of overall process. 

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It was cumbersome and a barrier to "the work."
After thought.

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Worked with the RSJI team on the EV5 Navigation class, and had a brainstorming session that led to a focus group that provided our project with stakeholder engagement that we hadn't thought of.

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After the training... can we have some follow-up Q&A Sessions?

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After the training... can we have some follow-up Q&A Sessions?

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Give folks time to process the learning a bit before having questions ready.

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How can we complete the RET work while also moving the project itself  forward?  Does project work have to pause while you do RET work or can it be done iterative?

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How will you help people/teams who might still feel overwhelmed with getting started?

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People make harder than it needs to be.

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Hopeful to have project in future, and excited about the easier forms

Looking for new ways to incorporate into work

Fear or concern that change team is a role, not a job description and our calling on them may take too much time

Will the change team process slow down the speed of progress?

What is the expectation with the change team to respond and set the right time line?

I am not sure how to fit RET into my work

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Is the RET form the first document (and/or a central document) we all should be using for projects? Does this replace the SHR Project Charter from years past? (hope it does! :))

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Toolkit:In a role as a SME not doing a ton of training or programmatic development, struggling with how to put the toolkit to work, in terms of the particular requests I get from City employees- how to use toolkit in that realm.

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How do we keep our projects moving and not allow them to get delayed by moving through this important process?  How can I be proactive to prevent this?

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How do we keep our projects moving and not allow them to get delayed by moving through this important process?  How can I be proactive to prevent this?

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I understand using the framework for every action, project and process. But when is it big enough to come to Change Team?

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Many years of experience with it. both in other departments and HR.

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I have a project that would benefit from Change Team advisors, where do I start?

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How can the change team help us? Can we start with working citywide HR policies to run the RET through? And, how can we better coordinate the work WEPAC does with the change teams, and wouldn't better coordination between change teams working on unified projects make more sense?

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Been a long time, found it limited
Didn't have time to do a full RET, program already started
L&D - fairly regular conversations around RETs
Cumbersome