HR Cultural Transformation 2013 HR Summit September 25-26, 2013

HR Cultural Transformation 2013 HR Summit September 25-26, 2013 Kellogg Conference Hotel at Gallaudet University

Overview An interactive session focused on defining the cultural traits, desired behaviors and strategies for HR transformation within and across DC Government agencies. An overview of the HR Effectiveness initiatives will be shared and participants will be engaged in shaping the HR cultural model for sustainable high performance and effectiveness of HR services. Our objective is to gain a consensus on the priorities for the HR cultural traits, identify plans to operationalize the traits and competencies district-wide and support branding efforts for a sustainable high performing HR community. 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 2

Agenda Timing Key Topic Facilitator 00:00 – 00.15 Introduction & overview of transformation The DCHR Transformation journey Key milestones Implementation plans with key strategic initiatives Projects 2013 -2014 (recruiting service delivery, training and development) Kimberly Williams & Aon Hewitt 00:15 – 00.60 00:15 – 00.30 Defining DCHR’s transformed culture Background Where we started the journey and key gaps in desired culture Cultural traits of high performing organizations Recommended cultural traits for DCHR Making it real for DCHR Definitions cultural traits for DCHR Ranking and rating the cultural traits Your feedback around the cultural traits and their definitions Discussion around the core elements of the prioritized cultural traits Aon Hewitt 00:30 – 00.60 00:60 – 00.90 00:60 – 00.85 How do we operationalize these cultural traits? What do we change? What are the marked changes in behaviors that we want to demonstrate for each cultural trait? 2013 HR Summit How would you practice these changes? How will2013 you hold each other accountable? 2013 HR Summit September 25-26, 00:85 – 00.90 Next steps September 25-26, 2013 Kellogg Conference Hotel at Gallaudet Finalized Kellogg Conference Hotel traits and behaviors University Branding Gallaudet University 3 Aon Hewitt

DCHR Transformation 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 4

Our Journey Finalize Culture Traits DCHR Brand September-October 2013 Continue HR Culture Transformation WorK Customer Care Strategy Launch November-December 2012 December 2013 September 2013 WE ARE HERE!! Job Specification Re-engineering (Class & Comp) February 2013 Finalized Assessment and Recommendations November 2012 Launch HRE Workstreams (L&D, Recruit & Staff) April 2013 2012: Our journey Began Next Phase Action Planning January-February 2013 Began Next Phase Action Planning January-February 2013 Culture Assessment Work (Interviews, Surveys, etc.) September-October 2012 Began HR Culture Transformation Work September 2012 2013 HR Summit September 25-26, 2013 Kellogg Conference Hotel at Gallaudet Director Stokes Appointment University April 2011

What Have We Done? What Have We Done? Three HR Effectiveness Work Streams were identified from the comprehensive analysis 1. Learning and Development 2. Recruitment and Staffing 3. Customer Care and Cultural Transformation Activated Work Streams 1 and 2 in April 2013 Classification and Compensation Reform committee continued its efforts as planned with Labor Management Team. Cultural Transformation work will launch by September 2013 through partnership with the consulting firm and LMPC. DCHR Customer Care Strategy first pilot was launched in November 2012 and 2013 HR Summit second pilot in July 2013. September 25-26, 2013 Kellogg Conference Hotel at Gallaudet University HR Effectiveness Strategy August 2013

How Did We Get Here? Why the HR Effectiveness Initiatives? Obtain clear understanding and oversight for training and the development opportunities for employees across the District. 2012 DC Department of Human Resources (DCHR) engaged a consulting firm to conduct a comprehensive analysis of HR Services, Culture and Training. Survey results validated key areas for improvement. Classification and Compensation Reform had already begun. Work originated in 2002 as part of Labor Management and DC Government Administration agreement. DCHR had already launched the Customer Care Strategy efforts at the end of FY2012 HR Summit 2013 DCHR had already begun the SWOT analysis with HR community to gain September 25-26, 2013 insight on HR services, Kellogg Conference Hotel at processes Gallaudet and systems. University HR Effectiveness Strategy August 2013

What Does this Mean? Job Specifications Career Paths ensure that employees have skills necessary to perform at job specification levels. Career Management Core Competencies will be defined by and linked to the Performance Management 2013system. HR Summit September 25-26, 2013 Performance Management Learning & Development Core Competencies Kellogg Conference Hotel at Gallaudet University Cultural Traits HR Effectiveness Strategy Learning & Development courses will be linked to specific Career Paths and Career Progression Plans at all levels. Learning & Development courses will focus on Core Competency development. August 2013

Where Are We? Defined Framework for the following: Standard Job Specifications Career Progression Program Learning and Development Strategy and Governance Model Framework that links learning to Career Management Paths and Career Progression Delivery of Recruitment and Staffing Services 2013 HR Summit September 25-26, 2013 Kellogg Conference Hotel at Gallaudet University HR Effectiveness Strategy August 2013

Learning and Development Vision Empower District employees through cutting edge learning and development opportunities that support career development and growth which results in a high performing government. Improving lives through learning! Strategy Provide oversight for learning and development for District government employees Ensure career management is integrated into learning and development Establish a structured base level assessment and evaluation process to ensure quality and effective learning and development Create synergy between learning and development programs and career path 2013 an HRemployee’s Summit HR 2013 Summit Utilize a blended September 25-26, 2013learning model to enhance and increase delivery options September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 10

Recruitment and Staffing Vision To have every Talent Acquisition be a memorable “Red Carpet” experience for all of our customers. Strategy Design and implement a reliable and consistent service delivery model for all employment changes Ensure processes are clearly defined and aligned to the acquisition and management of talent Drive organizational strategy with effective partnerships, tools, and systems Establish standard service level agreements Provide clear centralized HR governance and oversight for talent acquisition and management Position the District Government as an employer of choice 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 11

What’s Next? Ongoing Communication of HR Effectiveness Strategy Finalize and implement the transition plans – Classification and Reform - FY2014 – Learning and Development Strategy and System (ELM) – 1Q FY2014 – Recruitment and Staffing Framework and System (ATS) – FY2014 Policies impacting the service delivery model Secure an Applicant Tracking System (ATS) Implement services on the ATS Commence the HR Cultural Transformation initiative – Sept 2013 HR Summit September 25-26, 2013 Kellogg Conference Hotel at Gallaudet University HR Effectiveness Strategy August 2013

DCHR Culture 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 13

Defining Culture 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 14

What were the Culture Gaps? 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 15

High Performing Culture Profiles High-Performing Culture Profiles by Strategy Primary Strategy within High-Performing Companies Rank order of difference from average company profile All HighPerforming Companies Innovation Customer Service Quality Cost Leadership 1 Decisive Decisive Decisive Proactive Enterprise-focused 2 Long-term oriented Risk-taking Open/ Transparent Long-term oriented Long-term oriented 3 Proactive Long-term oriented Long-term oriented People oriented Collaborative 4 Open/ Transparent Proactive Proactive Open/Transparent Results-oriented 5 People oriented Growth-focused Action-oriented Decisive Decisive Bold text indicates unique difference from overall high-performing culture profile. ! Top Culture Traits of Low-Performing Companies: Short-term oriented Indecisive Reactive Secretive/Closed Task-oriented 2013 HR Summit While these culture/operating environment descriptors are valuable, it 2013 HR Summit September 25-26, 2013 is necessary to identify and align the cultural drivers that will have September 25-26, 2013 Kellogg Conference Hotel at Gallaudet Kellogg Conference Hotel the most impact on creating and sustaining the high-performing culture that supports business objectives. University Gallaudet University 16 Source: Aon Hewitt’s Consulting Engagement 2.0 Study

How Do We Transform? Sustainable cultural change would involve touching all dimensions of the culture namely: Decisions (How we make decisions) Interactions (How we interact with each other) Strategy & Business Model (What assumptions should we have about our strategy and business model) As we prioritize key culture traits to focus on, we would want to touch on all key elements of culture. 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 17

Recommended Traits for DCHR Base Definition Dimension Extent of Change Proactive Acting with foresight serving to prepare for, intervene in, or control an expected occurrence or situation Strategy & BM 2.5 Accountable Work is completed with individual ownership and responsibility for process and outcomes Interactions 2.1 Decision Making – Quick Decisions are made and implemented in a short amount of time with limited bureaucracy or approvals Decisions 2.0 Open / Transparent Expressing thoughts and feelings in a direct, candid and honest way; willing to listen to or accept different ideas or opinions Interactions 1.8 Collaborative Most work is done or preferred to be done in teams with common objectives Interactions 1.6 Results oriented Focused on goal attainment; practical, concentrating on achieving a purpose Decisions 1.5 Flexible Work is done with general guidelines that allow adaptability and adjustments to met changes or constraints Strategy & BM 1.1 Strategy & BM 0.5 Culture Trait 2013 HR Summit Focus and attention placed on managing the 2013 HR Summit September 25-26, 2013 organization's external environment, customers, Externally focused September 25-26, 2013 competitive forces, markets, political, regulatory and Kellogg Conference Hotel at Gallaudet Kellogg Conference Hotel economic environment University Gallaudet University 18

Making The Desired Culture Real (Part 1) 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 19

Prioritization Activity Time Task Instructions XX minutes Culture Trait Identification Based on the Culture Survey findings and the recommended culture traits for DCHR, identify the top three traits important to bringing Mayor Gray’s ONE CITY initiative to life Reflect on why you consider each identified trait important by writing these down on a pad One-by-one, explain your top three traits from the list and provide your explanation as to why you think this is an important trait Discuss as a group any traits identified that require further clarification XX minutes Culture Trait Prioritization Based on the group discussion, identify the top three traits that would be most important for DCHR to support the ONE CITY initiative Mark your top three traits on the recommended trait list using the dots provided Based on the dots and general consensus, determine what the top 3 traits are as a group List these three traits identified on the chart found on the following worksheet XX minutes Culture Trait Analysis With each top trait identified, discuss the key topics below: – Definition: How would you define the trait? What are some key 2013 HR Summit identifiers (behaviors, actions, etc.) to the trait? – Risk/Gaps: What are the possible barriers that would make the traits 2013 HR Summit September 25-26, 2013 hard to manifest in DCHR? September 25-26, 2013 Kellogg Conference Hotel at Gallaudet Note any key takeaways identified Kellogg Conference Hotel University Gallaudet University 20

Prioritization Chart Key Analysis Focus Areas Definition Risks/Gaps How would you define the trait? What are some key identifiers (behaviors, actions, etc.) to the trait? What are the possible barriers that would make the traits hard to manifest in DCHR? Trait (Here) (Here) (Here) 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 21

Making The Desired Culture Real (Part 2) 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 22

Operationalizing Activity Time Task Instructions XX minutes Defining Behaviors Based on each final trait prioritized and aligned to by the group, discuss the key topics below: – Current State: Does the trait manifest itself in DCHR today? Why or why not? – Future State: How should the trait manifest itself in DCHR? What identifiers (behaviors, actions, etc.) would prove that the trait is manifesting? [PROVIDE AT LEAST 3 IDENTIFIERS PER TRAIT] List your answers on the cart found on the following worksheet XX minutes Defining Accountability As a group, discuss how we can hold each of the key stakeholder groups accountable for manifesting the prioritized trait: – HR Advisors – Agency Leaders – DCHR Staff – DCHR Leadership List potential action items, solutions, activities, etc. that each key stakeholder group can do. XX minutes Defining Action Plan and Success Based on the group discussion, identify the TOP key action item, solution, activity, etc. for each stakeholder group List each identified action item, solution, activity for each stakeholder group on the chart found on the following worksheet 2013 HR Summit Define how your group can ensure/support each stakeholder group’s 2013 HR Summit September 25-26, 2013 success in accomplishing the action item, solution, activity, etc. September 25-26, 2013 Kellogg Conference Hotel at Gallaudet Define a reasonable timeline as to when the action item, solution, activity, etc. Kellogg Conference Hotel University can be completed. Gallaudet University 23

Defining Behaviors Key Defining the Trait Behaviors Focus Areas Current State Does the trait manifest itself in DCHR today? Why or why not? Trait (Here) (Here) (Here) 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 24 Future State How should the trait manifest itself in DCHR? What identifiers would prove that the trait is manifesting?

Defining Actions and Success DCHR LEADERSHIP HR ADVISORS Key Activity HR Advisors How we will ensure success? When it should be completed? Key Activity How we will ensure success? When it should be completed? DCHR Leadership Culture Transformation Driven Through Accountability Agency Leaders DCHR STAFF AGENCY LEADERS Key Activity Key Activity How we will ensure success? How we will ensure success? DCHR Staff When it HR shouldSummit 2013 be completed? 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 25 When it should be completed?

Next Steps 2013 HR Summit 2013 HR Summit September 25-26, 2013 September 25-26, 2013 Kellogg Conference Hotel Kellogg Conference Hotel University Gallaudet University at Gallaudet 26