DHS LEADERSHIP ACADEMY

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DHS LEADERSHIP ACADEMY
Presenter Rosemary Calhoun Presentation to DHS
Leadership Date July 16, 2014
Georgia Department of Human Services
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Vision, Mission and Core Values

• Vision
• Stronger Families for a Stronger Georgia.
• Mission
• Strengthen Georgia by providing Individuals and
  Families access to services that promote
  self-sufficiency, independence, and protect
  Georgia's vulnerable children and adults.
• Core Values
• Provide access to resources that offer support
  and empower Georgians and their families.
• Deliver services professionally and treat all
  clients with dignity and respect. Manage business
  operations effectively and efficiently by
  aligning resources across the agency.
• Promote accountability, transparency and quality
  in all services we deliver and programs we
  administer.
• Develop our employees at all levels of the
  agency.

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• The Carl Vinson Institute of Government (CVIOG)
  was asked to develop a training and development
  program to address the need for enhanced
  leadership, management, and supervisory skills in
  the Department of Human Services in an effort to
  align with and transition to Commissioner
  Hortons vision and to build organizational
  capacity.

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THE ACADEMY

• The first Session started January 21, 2014 and
  participants who successfully completed the
  program graduated  June 25, 2014.
• The Leadership Academy consist of 9 days of
  in-person and group learning activities.
• There were 26 students enrolled in the first
  session.

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• REQUIREMENTS
• Commit to attend all sessions.
• Completion of course assignments to include
  reading 5 current management books.
• Identify a mentor and actively collaborate on
  personal leadership development.
• Propose and prepare a team based organizational
  improvement project.

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THE SESSIONS

• Each session will feature different topics. In
  support of the progressive nature of the course
  design and to reinforce learning, students will
  complete components of an Organizational
  Improvement Plan during the five intersessions
  periods and will present their plan in the final
  session
• Participants will arrive at Sessions 25 with a
  revised version of the organizational improvement
  program component(s) that was submitted during
  the previous session. For Session 6, project
  teams are expected to arrive prepared to orally
  present their final organizational improvement
  project and submit a written version of it.
• The CVIOG facilitator and participant peers will
  provide constructive, critical assessments of
  each plan presented.

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Project Name General Purpose Scope Impact Outcome
Successful Career Track Development   Establish comprehensive career tracks to strengthen succession opportunities   Foster and strengthen the atmosphere of employee appreciation while subsequently encouraging employees to produce quality work towards intrinsic goals of exposure and recognition.  
Universal Intake   Allow customers to apply for benefits at either a DFACS office or a Child Support office Improve customer and field office efficiency and service by providing seem-less benefits to customers. Address technology constraints and offer multiple location common data interaction  
Rebranding the Image of DHS by Restoring Trust   Restore trust in DHS and ultimately improve the internal and external image of DHS   Address strategies for increasing the internal and external positive perception of DHS.  
The Mentorship Project       Explore the benefits and needs of reestablishing a mentorship program in DHS   The general belief is that mentoring is beneficial to staff it provides an increased level of skill and knowledge, and increases retention. There is consistent interest throughout DHS Leadership Academy participants and field staff in the importance of a support system to ensure the appropriate skills and knowledge are acquired, which in turn will increase the likelihood of success.  
  Employee On-Boarding Program    Develop a comprehensive onboarding program for new DHS employees with an initial focus on the FICUM position  A) Address turnover trends and the associated costs. B) Build and train a more competent cohesive workforce
1st SESSION PROJECTS
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BENEFITS AS DESCRIBED BY PARTICIPANTS
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ACADEMY 2ND SESSION
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GRADUATES OF THE FIRST SESSION
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QUESTIONS