PHC People Strategy Update
Expanded Leadership
Forum
June 14 th , 2013

AGENDA
 Strategy Aims, Objectives and Drivers
 Major Projects - overview
 Performance Link
 Respect & Civility at Work
 Leadership Development Strategy
 Leadership Support Project
 Key Accomplishments
 Measurement
 More information on the People Strategy
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People Strategy
Driver Diagram
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People Strategies:
3 AIMS
Aim 1:
Categories of Key
Organizational Work
Externally
Mandated
Work
Strategic
Work
( 2012-2015
Providence
Plan)
Additional
Clinical
Priorities
Work on
Hold
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A workplace where all people are highly
engaged in contributing to PHC ’ s success
Aim 2:
Aim 3:
Exceptional leaders who create environments where people do their best
Teamwork that produces amazing results
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Aim 1: What does “ENGAGEMENT” mean within the Providence Plan?
OBJECTIVES
• Civility and respect foundational
The WORK
• PerformanceLink
• Respect at Work
• Workload allocation matched to capacity
• Clarity of roles & accountability
• Transparency in decision-making
• Learning opportunities
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PerformanceLink:
Performance Planning and Review
SUPPORTS…
• Engagement
• Professional Development
• Succession Planning
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Performance linked to Strategic &
Operational Priorities AND
Individual Development
Strategic Directions & Operational Priorities
Competencies
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Respect and Civility at Work
 Rooted in our Mission and Values
 Supports engagement, wellness, effective teams
 Sets out expectations, responsibilities and accountability
 Applies to all PHC staff, physicians, students, volunteers, contractors. . . Patients, residents, and their family
 Cross functional working groups in place to ensure policies and support services are aligned.
 Rollout: defined process, resources in place, education
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PHC Check-up June 2013
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Aim 2: How do we create “Exceptional
Leaders” and people at their best?
OBJECTIVES The WORK
• Leadership Development
Strategy – defined competencies, learner groups
• Redesign leadership structure to ensure capacity
• Leadership Development
Strategy
• Clinical Leadership
Support Project
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Why Leadership Development?
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Leading At Providence
PURPOSE:
To provide programs and opportunities for PHC leaders to grow their leadership and develop the attitudes,
knowledge and skills to deliver on our strategic directions and enable exceptional care for patients, residents and their families
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Leadership Development
Strategy
Strategic Directions &
Organizational
Priorities
Personal goals, strengths and aspirations
Performance Planning and Review
Leadership
Self
Assessments
Developmental Actions Plans
Leadership Development Pathways
Core
Experienced
Foundational
Senior
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Pathway Criteria
Senior • Experienced Director
• desire to deepen leadership skills and practice
• preparation for advancement
Experienced • Experienced Leader/ New
Director
• desire to deepen leadership skills and practice
• preparation for advancement
Nos/ year
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Core
•
• Front line leadership/ supervisory who has been in the position for one year
• desire to gain land deepen leadership skills preparation for advancement
Lengt h
2 – 5 years
Content
Transforming LINX including executive coach
8 - 10
6 –24
(2 – 8 cohorts of 3)
2 – 3 years
1 – 2
(intakes in Sept &
April)
Experienced LINX, stretch project, PHC coach, participation in
BCHLDC mentoring,
Potential additional program
Core LINX, peer coaching with PHC coach support, stretch projects
• Management track
• Mix of F2F & online self study

Leadership Support Project
Mandate:
To support PHC ’ s clinical leaders, especially OLs by:
 Identifying gaps between role expectations (JD) and capacity
 Identifying barriers to “ leaders doing their best ”
 Address the gaps, barriers
Co-Ownership Co-Creation
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Top 3 Challenges to Effective
Leadership – identified by OLs
1.
Workload allocation (skill to task match)
2.
Managing data: gathering, synthesizing and utilizing metrics for effective and productive operations
3.
Managing people: recruitment, attendance, performance reviews
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Leadership Support Project
Key developments
• Survey development + data collection, completed
November 2012
• Validation of results through focus groups, completed
April 2013
• Planning – underway with OL working groups to design the “ fixes ”
• Dedicated funding for administrative support for SPH
Operations Leaders
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The SYNERGY of
PEOPLE STRATEGIES
ENGAGEMENT
Sweet Spot
TEAMS LEADERSHIP
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Key Accomplishments
• PerformanceLink – Phase 1 launch
• Respect & Civility Project – working groups in place; project mapped
• Leadership Support Project – projects identified, relationships forming, co-creation in process
• Leadership Development Strategy – drafted
• First cohorts of Mid-level and Senior leaders “ in training ”
• New Employee Orientation – evaluated, in design
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Measurement
• Engagement, Safety & Connection:
> PHC Check-up
> Sick Time
> Retention Rates
> On-boarding experience (new hires)
• Leadership Development:
> Special reports on advancement
> Performance Link (development plans in place)
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Information on the People
Strategic Direction
• Visit the People page on the Strategic Plan site:
> Phcnews.ca > Strategic Plan > Strategic Directions > People
> Driver Diagram
> ELF Presentation
> Poster (coming October 2013)
> Q & A (coming October 2013)
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