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Capital Services GroupBringing Value to Government

Shelby Banton Valerie Fletcher Brent Kelley Mark Rickrich

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Agenda

Introduction Team Experience The Product Lessons Learned

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The Team Experience

Product Objective and Challenge

»Creation of a New Orientation packet

»Pulling from resources»Forming as a team

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Who will benefit from this product?

»Stakeholder Identification› The Governor› Facilitators and Sponsor › Front-line Supervisors› New State of Ohio Employees

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The Team Experience

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The Business Challenge

» Main components of the Orientation Packet

» Final project measurement› Implementation by July 2008 5

The Team Experience

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Charter Development

» Mission Statement » Scope Statement » Product Deliverable

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The Team Experience

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Assumption & Constraints

» Risk analysis ›Four assumptions

» Risk analysis›Three constraints

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The Team Experience

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The Team Experience

Team Name

Capital Service Group

“Bringing Value to Government”

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» Shelby (enfP)» Valerie (ISTJ)» Brent (ESTJ)» Mark (ISTJ)

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The Team Experience

Team Personality Types

Capital Services Group TypeISTJ

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Realignment of team Members

» Changes in team members» Changes in roles

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The Team Experience

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Work Breakdown Structure (WBS)

Gantt Chart Development

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The Team Experience

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Shelby Banton

ExecutionMonitor & Control

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Execution

Triple ConstraintTime

ScopeCost

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Time Management

Inputs Gantt Chart Monitoring Schedule Control

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Quality Assurance Monitoring

Quality Assurance Monitoring

» Team member quality and control

» Review of team member deliverables

» Feedback» SMEs

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Quality Assurance Monitoring

Problem Solving»Coaching»Focusing»Teamwork»Venting»Back-Up Plan

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Stakeholder Management

Communication Management Plan

Face to FaceMeeting MinutesAvoiding Scope Creep

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State of Ohio

Orientation Program

Mark Rickrich

Project Deliverables

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An Important Piece of the Puzzle

The theme established for the project involved a picture of the State of Ohio broken into puzzle pieces, with one piece of the puzzle set off to the side, symbolizing the new employee and their importance as a key piece of the puzzle

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Orientation Goals

Positive First ImpressionBuy-in to the Governor’s VisionEmployee Familiarity with WorkEffective CommunicationReducing Employee TurnoverIncreasing Accountability and

EfficiencySaving Taxpayers Millions of

Dollars!20

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Job-Specific Orientation GoalsEnsure understanding of Agency’s

business process and employees work tasks

Provide details on the resources the employee needs to perform work tasks

Introduce employee to personnel they will interact with on a regular basis in job

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CSG - Project Deliverables

State of Ohio Orientation Program Components:

» Ohio History and Government Brochure

» Orientation Toolkit» Supervisor Checklist» Supervisor and Employee

Surveys» Users Manual 22

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Ohio Government Yesterday

History and Perspective» Origins of statehood» Early Ohio government

Interesting information » Ohio’s capitol and 88 counties» State symbols and emblems

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Ohio Government Today

Current Ohio Government Governor Ted Strickland and

his vision for OhioProvides a schematic of

Ohio’s government

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Orientation Toolkit

Orientation Overview and Goals

Orientation Toolkit

Description of Tools

Explanatory Appendices 25

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Orientation Toolkit15 different orientation methods,

or “Tools” The Tools are oriented toward

interpersonal communicationThe Tools are divided into 3

groups» Personality type» Education level»Work experience

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Description of Tools

Group 1: One-on-One Methods

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»Buddy System»Mentoring Program»Shadow Boxing

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Description of Tools

Group 2: Open Discussion Forums

»Q&A Mini-Sessions»Roundtable Sessions»Resource Train»“Do Call” List»Reverse Interviews»Boot Camp

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Description of Tools

Group 3: Supervisor-Led Strategies

»Supervisor-Directed Study»Scavenger Hunt»Orientation Quiz»Multi-Media Presentation»Who’s Who and What Do They Do»Freestyle Resource Review

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Supervisor Checklist

Effective and Informative Orientation

Performance Review Process

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Supervisor Checklist Info

Prior to day 1 preparationWelcomePosition description and

resourcesDiscussion of work hours,

leave, etc.Agency policies and proceduresCareer development resourcesAccountability

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Surveys

Purpose Supervisor and the New

Employee Feedback and Monitoring Analysis and Revisions

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Users Manual

General instructions for use of the

State of Ohio Orientation Program

Ohio History and Government Brochure

Orientation Toolkit Supervisor Checklist Surveys and Processing Guide 33

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Conclusions &Recommendati

onsBrent Kelley

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Single Largest Challenge?

RevenueResourcesStrategy

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Workforce

KnowledgeExperienceCapability

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Competition - Retention

Local Federal Private

Sector

› Training › Education› Develop

• Education

• Development

• Training

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Purpose

Personalize Big picture Vision & Culture

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Process

SupervisorEmployeeCommunication

Change

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Pay Off

Supervisor/employee rapport» Strengthening

communication » Teamwork » Reduction of job remorse » Increase Employee retention

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Risks

Employee TurnoverLoss of ProductivityWasted Training Financial

ResourcesPoor Resource ManagementNo Change Management Process

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Recommendations

Proto type per SpecificationWebsite Disk or Accessible Storage

mediumHard copy (printed version)Training

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Lessons Learned

Team Work Value Input from OthersValuable Techniques

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Conclusion

Growth of State

State of Ohio

Orientation Program

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THANK YOU

Question & Answer