Strengthen Organizational Culture
- Goal 1: Continue to invest in training, continuing education, and personal development.
- Goal 2: Improve internal communication and engagement.
- Goal 3: Assess operational needs and organizational structure.
- Goal 4: Become a more data-driven organization.
- Goal 5: Increase focus on Districtwide succession planning.
Tactic 1: To adapt to the long-term impacts of the pandemic, continue to analyze organizational needs to support operations (Targeted Completion Date-Summer 2021)
- In March 2020, shifted focus of District's day-to-day operations to addressing pandemic to initially respond to the Governor’s Shut Down Order and then to facilitate the safe and efficient return to services and the workplace (Spring & Summer 2020)
- Based on the District’s financial outlook and to remain financially sustainable during and post-pandemic, instituted expenditure reductions such as staff furloughs, layoffs, pay reductions, capital project deferrals, freezing vacant positions, etc. (Spring, Summer, & Fall 2020)
- Held seven (7) staff operational and capital budget workshops to collaboratively discuss 2021 strategic and budget priorities across District functions (e.g., separate meetings for programming, facilities, administrative, parks, capital planning staff) (Fall 2020)
- Continued to evaluate and address staffing needs based on programming/facility re-openings/growth and administrative support needs (Winter & Spring 2021)
- To improve park operations in the field and improve outcomes in park maintenance, restructured supervision within the Parks Department without increasing the number of employees (Winter 2021)
Tactic 2: Evaluate and implement actions to become a more diverse, equitable, and inclusive organization (Targeted Completion Date-Summer 2022)
- Formed employee Diversity, Equity, and Inclusion (DEI) Team with full-time and part-time employees (Spring 2021)
- Gathered feedback (along with resources) from other parks and recreation agencies on their experiences with implementing DEI initiatives (Spring 2021)
- Held first DEI Team meeting to kick-off planning next steps (Spring 2021)
Tactic 3: Utilizing employee feedback, provide the support needed to work effectively during the pandemic (Targeted Completion Date-Winter 2021)
- Conducted an employee check-in survey in 2020 and held five (5) meetings in-person and virtually to review the results and collect feedback on potential next steps (Summer 2020)
- Based on the employee check-in survey and follow-up meeting feedback, implemented an action plan to address the highest priority next steps chosen by employees to meet their needs (Fall 2020), including, but not limited to:
- creating a COVID-19 page on the District’s intranet to consolidate and provide information, plans, policies, forms, etc.;
- increasing employee communications to weekly email updates (preferred method of communication) with operational news, COVID-19 updates, employee recognition, etc.;
- creating an online employee Virtual Wellness Room site to provide tools, resources and strategies to help employees’ physical, emotional, financial, and social health and wellbeing; and
- developing an online form for employees to submit feedback, including questions, news to be shared, ideas, etc.
- Conducted second Employee Check-in Survey for full-time & part-time employees to gather feedback to address current employee needs in response to the ongoing changes and challenges of working during the pandemic (Spring 2021)