ASSESSMENT OF PUBLIC SECTOR EMPLOYEE ENGAGEMENT:
CLACKAMAS COUNTY MODELING THE WAY
Tiffany Hicks Portland State University Mark O. Hatfield School of Public and Government AffairsExecutive Masters of Public Administration – Cohort 2013
BACKGROUND
Employed at Clackamas County Children, Youth and Families since 2012
Human Resources Class inspired this employee engagement project
CHARACTERISTICS OF EMPLOYEE ENGAGEMENT
The emotional commitment an employee has to an organization and it’s mission, goals and values
The motivation to contribute to organizational success
WHY IS EMPLOYEE ENGAGEMENT IMPORTANT?
Studies have shown employee engagement is directly related to Enhanced work
performance & The reduction of
costly employee turn over
PROJECT GOALS
Memorialize
Measure
Justify
SCOPE OF THE PROJECT
Identify Programs Stakeholder interviews Employee Survey Survey Analysis Recommendations
PROGRAMS
Morale Enhancement and Networking – The “A Team”
Awards and Recognition
Wellness
Leadership and Professional Development
MORALE ENHANCEMENT & NETWORKING – THE “A TEAM” Mission: “….to build connections and help make
Clackamas County a better place to work”
Goals: Develop opportunities for interaction between staff, acknowledge value of employee contributions & improve customer service through teambuilding
Activities: Chili & cornbread contest/feast, employee picnic, employee nights at sporting events, blueberries & ice cream event for Independence Day celebration
AWARDS AND RECOGNITION PROGRAM GOALS
Encourage positive feedback
Motivate employees
Emphasize the value of teamwork
Support employee retention
FORMAL RECOGNITION OPTIONS
“Bravo” Awards”
“Bravo Excellence Awards”
“Team Excellence Awards”
TEAM EXCELLENCE ACHIEVEMENT
LEADERSHIP AND PROFESSIONAL DEVELOPMENT In Human Resource Management in the Public
Sector John Daly refers to continuous training opportunities as a “key factor” for achieving employee engagement
Clackamas County has demonstrated a commitment to creating a robust leadership and professional development program starting with employing a fulltime manager to coordinate the efforts
INTERNAL TRAINING OPPORTUNITIES Seminars: Frontline Leadership HR, Core Communication
Skills, PeopleSoft Intro (software program), Employee Data Entry, Meeting Facilitation, Frontline Supervision, Blood borne Pathogens, Worker’s Compensation, Franklin Covey’s 7 Habits of Highly Effective People and 5 Choices, Project Management, Conflict Resolution, Strengths Finders, Resiliency and First Aid
Leadership Academy
Brown Bag Lunch and Learn
WELLNESS County embraced the concept that healthier
employees will equal more productive employees and hired a fulltime coordinator
Programming includes: Exercise classes offered at employee cost at lunch time Weight watchers is hosted onsite in multiple locations A competitive pedometer contest A walking club Onsite employee community garden plots A one mile walking trail around the campus Locker rooms with showers available for employee use Wellness Rooms
EMPLOYEES TENDING TO THEIR GARDEN ON A LUNCH BREAK
EMPLOYEE SURVEY – THE PURPOSE
Three Goals Measure the impact of existing
programs
Link existing programs to employee engagement
Measure overall engagement
EMPLOYEE SURVEY – THE DESIGN
Two Concepts Informed by Gallup
Q12 – Validity proven over 60 years of research, 22 million employees, 189 countries and 69 languages
Gallup determined several applicable characteristics for measuring employee engagement
Specific questions about existing programs. Are employees aware of programs Are employees participating in programs Do employees personally value the programs Do the programs enhance employee’s feelings of
engagement
Q12 APPLIED TO CLACKAMAS EMPLOYEE SURVEY
Specific questions based on Gallup science Are you friends with any of your co-workers? Do you feel trust with your co-workers? Do you feel trust with your supervisor? Do you feel your opinions count? Is there anyone at work who encourages your
development? Do you feel like someone cares about you at work?
One more question based on Clackamas County History Are you proud to tell people where you work?
AN ETHICAL PERSPECTIVE
In Dr. Morgan’s Ethic’s Class we were required to formulate our individual ethical framework.
“Throughout my public service career I am committed to practice moral goodness, cultural intelligence, legality, transparency for accountability and objectivity with an emphasis on constituency dialogue and education.” Tiffany Hicks
ANTICIPATED OUTCOMES
Measure employee engagement
Measure effectiveness of current programming
Inform future programmatic efforts
LEADERSHIP IMPLICATIONS
Capstone Project Took on a project outside the scope of my normal work Contribution to the County beyond regularly assigned duties Collaboration with new partners through stakeholder
interviews
EMPA Broadened perspective and understanding of my own
leadership abilities and style, my personal value of public service, enhanced critical thinking, public policy, organizational development, cultural intelligence, HR Management and budgeting.
ACKNOWLEDGEMENTS
My family: HoneyMitch!, Mom & Dad, Jake & BJ I could not have done this without you.
The Incredibly Inspiring and sometimes Intimidatingly Brilliant EMPA Faculty you have impacted my life beyond words
Catherine LaTourette thank you for keeping me grounded through this capstone process, there’s still work to do.
Cohort 2013, I feel so blessed to know you and share this journey with you. I know your intelligence and strength will take you to great heights. Now let’s go make a difference!
Brian Lawler my Capstone Buddy, your encouragement & guidance is greatly appreciated
Laurel Butman my amazing mentor you are always there for me and my gratitude is exponential. I am so very happy to have you in my life.
RESOURCES
Clackamas County Website, retrieved 2/8/2015. http://www.clackamas.us/onboarding/
Cox, T. (2001). Creating the multicultural organization: a strategy for capturing the power of diversity. San Francisco: Jossey-Bass.
Daly, J. L. (2012). Human resource management in the public sector: Policies and practices. Armonk, NY: M.E. Sharpe.
Forbes Inc. http://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/ retrieved 5/29/15
http://www.gallup.com/services/176708/state-american-workplace.aspx retrieved 5/30/15
Kouzes, J. M., & Posner, B. Z. (2002). The leadership challenge. San Francisco: Jossey-Bass.
Wellins, R.S. & Bernthal, P (2004) employee engagement: the Key to Realizing Competitive Advantage. Development Dimensions International. Online publication. http://www.ddiworld.com/DDIWorld/media/monographs/employeeengagement_mg_ddi.pdf?ext=.pdf