1 ©2013 Choctaw Nation of Oklahoma, all rights reserved.©2013 Choctaw Nation of Oklahoma, all rights reserved.
Achievement in Our Mission, Strategy & Operational Plans
INTRODUCTION to
ORGANIZATION RESTRUCTURE
2 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
contents
A Message from Chief Pyle .....................................................................................................................3
A Message from Tribal Council ................................................................................................... 10
Organizational Restructure ..................................................................................................................12
New Organizational Structure .......................................................................................................17
3 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
Over the last several years the Choctaw Nation has seen tremendous growth and success, and because of this the time had come to evaluate the organizational structure.
A few months ago, I formed a committee to review the current structure and to determine if changes were necessary in order to support the 100 year vision.
A Message from Chief Pyle The Time Had Come...
4 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
My COMMITTEE
My committee was made up of a diverse group of individuals with different levels of experience and tenure with the Nation.
At the end of the review process, I tasked the committee with compiling the data and presenting their recommendations to me for my fi nal review and consideration.
5 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
The realignment is to ensure that Tribal Members have easier access to services, creating improved organizational effectiveness and effi ciency, creating stronger lines of communication throughout the organization, enabling greater consistency in process and procedures.
This will contribute to greater effi ciency and effectiveness and supporting change in a culture that encourages achievement in our mission, strategy and operational plans.
My ULTIMATE OBJECTIVE
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The overall purpose behind the realignment was to ensure that Tribal Members had easier access to Tribal Services, create an improved:
Organizational effectiveness & efficiencyEnable greater consistency in process & procedures
Contributing to greater efficiency & effectiveness
Create stronger lines of communication across the organization
Support a change in culture that encourages achievement in our mission, strategy & operational plans
The OVERALL PURPOSE
7 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
Thank you for your dedication and support,Chief Gregory E. Pyle
While change can at times be a bit unsettling, supporting the new structure will help build a stronger foundation for the generations to come. This foundation will also ensure that long-term sustainability is possible which in turn will help achieve healthy, successful, productive and self-sufficient lifestyles for a proud nation of Choctaws. WWhile change can anew structure will hgenerations to comlong-term sustainachieve healthy,
festyles for a p
SUSTAINABILITYLONG-TERM
klaho
8 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
In order to help support the 100 year vision changing the organizational structure was necessary.
The Choctaw Nation has seen tremendous growth over the last several years, and because of this growth the time had come to evaluate if we were meeting the needs of the Tribal Members in an effective and efficient manner.
MESSAGE
CHANGE WASNECESSARY
TRIBAL
COUNCIL
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EVALUATE CURRENT STRUCTURE & DETERMINE ALTERNATIVES
COMMITTEE APPROACH
At the direction of the Chief, a committee was formed to evaluate the current structure and to determine other alternatives. The committee was made up of a diverse
group of individuals with different levels of experience and tenure with the Nation.
The final objective of the committee was to compile their findings and present the data to the Chief for his
review and final recommendation.
10 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
The OVERALL PURPOSE
Achievement in our Mission, Strategy & Operational Plans
The overall purpose behind the realignment was to ensure that Tribal Members had Easier Access to Tribal Services:
Create an improved organizational effectiveness and effi ciency
Enable greater consistency in process and procedures
Contributing to greater effi ciency and effectiveness
Create stronger lines of communication across the organization
Support a change in culture that encourages achievement in our mission, strategy and operational plans.
11 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
We Appreciate You
We appreciate you and your hard work and dedication as an associate. We ask for your patience and support as these changes are carried out. Thank You.
Thomas WillistonTony MessengerKenny BryantDelton CoxRon Perry Joe Coley
Jack AustinPerry ThompsonTed DoshAnthony DillardBob PateJames Frazier
12 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
Focused primarily on the Management Structure of the Tribe
Went from 20+ executive departments to 4 Main Divisions:
Like Departments Were Grouped based on:
ORGANIZATION RESTRUCTURE
What is Getting Restructured?
AdministrativeCommercial
Member ServicesHealth Services
Administrative Commercial
AC
A
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NEED TO RESTRUCTURE?
WHY DID WE
Provide easier access to Tribal Services
Create stronger communication throughout the Tribal organization
Facilitate faster and higher quality decision-making
Create improved organizational effectiveness and effi ciency
Enable greater consistency in process and procedures, contributing to greater effi ciency and effectiveness
Support an enhancement in our organizational culture that encourages achievement in our mission, strategy & operational plans
on
15 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
WHO MADE THERESTRUCTURING
DECISIONS & HOW?
Chief started the organizational restructure initiative
Chief selected a committee to make recommendations:
Executives were invited to give feedback on 4 occasions during the process
Charlene Grunstad (Community Services)
Janie Dillard (Gaming)
Jake Dolezal (Tribal Research)
Paula Penz (Gaming Commission)
Shannon McDaniel (Tribal Management)
Susan Stockton (Human Resources)
Teresa Jackson (Health)
J
J
C
C
Ed
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WHO MADE THERESTRUCTURING
DECISIONS & HOW?
Joint committee decisions:
Project was treated as important and complex
There was no one expert–committee together had the needed expertise
Committee acquired the relevant information needed
The team worked well together and was aligned with the overall objectives
Decisions were made through consensus
People for positions were not discussed, only departments and functions
There were no personal agendas
P
T
C
Chief Made the Ultimate Decision to Restructure
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HOW WERE THENEW SENIOREXECUTIVES SELECTED?
Criteria based on the size and scope of the newly aligned division:
Criteria based on industry best practices
Criteria focused on high aptitude for leadership
Responsible for more than 500 associates
Responsible for more than $100 million in budgets
R
R
Chief Made the Ultimate Decision of Who Filled These Positions