Action Item Ideas by CDIP Priority by

2025-09-18 16:20:17 UTC

Dedicated platform or survey to provide suggestions or thoughts to leadership from staff (possibly anonymous)

2025-09-18 16:22:45 UTC

Creating working agreements as a division/section and reading those off before meetings, like a preamble, to have a shared understanding of how we can navigate and feel emotionally safe in the space together.

2025-09-18 16:23:22 UTC

More section building events such as the picnic! I would be more comfortable talking in larger groups if I had better familiarity with everyone in our section

2025-09-18 16:24:10 UTC

Providing offerings for professional development in different arenas that may not be as related to your current role but is an area of interest to the person

2025-09-18 16:24:25 UTC

Prioritize additional ongoing training for folks.

2025-09-18 16:25:53 UTC

Intentionally providing opportunities for staff to express ideas and opinions through leadership. Such as facilitating. Creating projects that give staff those opportunities.

2025-09-18 16:25:56 UTC

Curiosity exercises and training to practice showing curiosity and training in radical listening skills.

2025-09-18 16:26:41 UTC

Create clear career pathways - particularly for non-managerial staff into management positions.

2025-09-18 16:26:44 UTC

Offering non-leadership, or non-management staff the opportunity to go to conferences or trainings

2025-09-18 16:27:13 UTC

Offer management training and opportunities to practice management skills to non-managers (i.e. manage students)

2025-09-18 16:27:16 UTC

section meetings help to promote getting to know manager's manager and build a better sense of community

2025-09-18 16:28:37 UTC

Career mentors and guides to help navigate our career goals within King County.

2025-09-18 16:29:26 UTC

Have a session for folks who do not feel this way, and come up with clear reasons why and then addressing that directly.

2025-09-18 16:30:00 UTC

A clear conversation and opportunity to revisit what are the roles, responsibilities, and classification of personnel through the division in order to be realistic to what has changed and what is now expected.

2025-09-18 16:30:34 UTC

Previously joined a strengthsfinder retreat where we took a test and figured out how we can use everyone's strengths to perform better as a team (linked)

2025-09-18 16:30:49 UTC

Make more transparent how promotions or classification processes operate in King County

2025-09-18 16:31:23 UTC

Periodic effort to revisit job responsibilities and duties, do they reflect the intent of what was hired for. Does the person feel as though they are in the role they thought they were hired for.

2025-09-18 16:32:24 UTC

The same roles can look quite different across the section. Create section-wide opportunities for cross-team collaboration and sharing of practices in similar categories of work.

2025-09-18 16:32:38 UTC

Move to fill career service positions faster, its hard to think about your own career goals as jobs are getting cut and funding is an issue

2025-09-18 16:32:44 UTC

Move people from TLT to career services positions faster; shorten the timeline on the hiring process

2025-09-18 16:32:50 UTC

Provide time (funding for time) to utilize skills outside of one's specified job skillset

2025-09-18 16:33:35 UTC

Having a clarifying document of roles and responsibilities of positions within the County to help staff understand how to move into those positions.

2025-09-18 16:34:07 UTC

Reiterate the commitment/expectations that people can and should make time for professional development on a regular basis and they are supported in that

2025-09-18 16:36:15 UTC

Develop a template for an IDP (individual development plan) for identifying current expectations, areas for growth, and opportunities for training

2025-09-18 16:36:36 UTC

Maybe sometimes this can be taken advantage of... capacity of staff is sometimes stretched way to thin, so how do we respect the boundaries of the individuals.

2025-09-18 16:37:39 UTC

Create an internal section mentorship program - folks outside your own team to mentor and create internal support

2025-09-18 16:38:36 UTC

Utilize the annual review process to identify expectations and goals

2025-09-18 16:39:43 UTC

Clarify timeline of TLT roles and identify realistic expectations regarding transition into a career service role. Encourage employees to apply for other career service roles or apply for positions outside of the county.

2025-09-18 16:41:01 UTC

Creating a standard expectation/team culture that allows for a diversity of thought and differing opinions, while still holding ourselves accountable to repair any harm

2025-09-18 16:42:38 UTC

Increased number of in person activities within units to create stronger personal connection and trust.

2025-09-18 16:43:28 UTC

Team check in to gain awareness of our team's strengths to improve collaboration

2025-09-18 16:46:40 UTC

Incorporate more structured, regular feedback of performance from team members in addition to supervisors

2025-09-18 16:47:35 UTC

Create opportunities for feedback/dissonance/lack of agreement in meetings.

2025-09-18 16:47:53 UTC

I think the underlying question here is "do I feel seen?" We may not need your Middle Ages history knowledge at the next staff meeting, but allowing that to be a part of my whole self while I'm at work will change the way I do my job.

2025-09-18 16:47:58 UTC

Modify frequencies of review processes according to needs of the unit - annual reviews may be useful to some teams; other teams may benefit with a 6-month review.

2025-09-18 16:48:06 UTC

The following comment under 'I have a clear understanding of what is expected of me' applies here too: Periodic effort to revisit job responsibilities and duties. And make transparent what processes/resources are available to rectify compensation if a role has changed significantly from their original job description.

2025-09-18 16:48:07 UTC

More willingness from leaders to make statements about what we value and stand for. And to take risks.