FOSTER WORKFORCE DEVELOPMENT AT EVERY LEVEL
Increase competencies and service delivery through high-quality, multi-disciplinary training, career development, and succession planning.
STRATEGY 3.1
ESTABLISH AN INTERDEPARTMENTAL WORKGROUP TRAINING COUNCIL TO CREATE AND APPLY BEST PRACTICES IN MULTI-DISCIPLINARY TRAINING
A. Establish an interdepartmental workgroup with departmental training coordinators
B. Conduct a training needs analysis to establish type of training by employee group
C. Identify and establish internal and external training partners and resources such as academia, non-profits, and community groups
STRATEGY 3.1
ESTABLISH AN INTERDEPARTMENTAL WORKGROUP TRAINING COUNCIL TO CREATE AND APPLY BEST PRACTICES IN MULTI-DISCIPLINARY TRAINING
A. Establish an interdepartmental workgroup with departmental training coordinators
B. Conduct a training needs analysis to establish type of training by employee group
C. Identify and establish internal and external training partners and resources such as academia, non-profits, and community groups
STRATEGY 3.2
PROVIDE INDIVIDUALIZED TRAINING PLANS
A.
Collect data to create road maps by employee group for career aspirations
B.
Identify and make accessible Individual Development Plans for employees and offer career navigation services that include job rotation, mentoring, peer-to-peer support and online career development opportunities
Strategy 3.3
Expand availability of on-demand training
A.
Leverage technology to make online training accessible to all employees and develop appropriate policies to support
B.
Make available online career development coaching and pathways
C.
Promote self-service training options for easy access by employees
Strategy 3.3
Expand availability of on-demand training
A.
Leverage technology to make online training accessible to all employees and develop appropriate policies to support
B.
Make available online career development coaching and pathways
C.
Promote self-service training options for easy access by employees
STRATEGY 3.4
IDENTIFY AND ADDRESS LEADERSHIP SKILL GAPS
A.
Refine and establish baseline characteristics and competencies of effective managers and leaders
B.
Perform gap analysis to identify areas for development
C.
Identify and deliver quality developmental programs
STRATEGY 3.5
ENGAGE COUNTY LEADERSHIP IN SUCCESSION PLANNING
A.
Leverage and sustain executive and management commitment to succession planning and workforce planning through a variety of efforts including mentorship programs, affinity groups, peer-to-peer support, micro-teach-ins, and on-demand development opportunities
B.
Cultivate continuous engagement with departments to facilitate succession planning as a strategic imperative
C.
Create metrics and develop annual reporting mechanism on succession planning
