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American Cancer Society Talent Strategy Kimberly McAdams, Managing Director Talent Development

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The American Cancer Society is the nationwide community-based voluntary health ... The American Cancer Society is committed to making this the very best place to ... – PowerPoint PPT presentation

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Title: American Cancer Society Talent Strategy Kimberly McAdams, Managing Director Talent Development


1
American Cancer SocietyTalent StrategyKimberly
McAdams, Managing Director Talent Development
2
Agenda for Today
  • About American Cancer Society
  • Talent Strategy Concept
  • Talent Strategy Initiatives
  • Your Questions

3
ACS Mission Statement
  • The American Cancer Society is the nationwide
    community-based voluntary health organization
    dedicated to eliminating cancer as a major health
    problem by preventing cancer, saving lives, and
    diminishing suffering from cancer, through
    research, education, advocacy, and service.

4
ACS Structure
5
Agenda for Today
  • About American Cancer Society
  • Talent Strategy Concept
  • Talent Strategy Initiatives
  • Your Questions

6
Talent StrategyRe-investing in Our Talent
The American Cancer Society is committed to
making this the very best place to work and
volunteer a place where people want to work,
where people develop their skills throughout
their careers, and a place where people stay
because they are valued.
7
Talent Strategy Focus
Talent Strategy Focus Areas
Talent Attraction
Talent Retention
Talent Development
Voluntarism
Diversity Inclusion
8
Agenda for Today
  • About American Cancer Society
  • Talent Strategy Concept
  • Talent Strategy Initiatives
  • Your Questions
  • Key Take Aways

9
Talent Strategy Initiatives 2007 2008
2008
2007
Focus Area
Complete pilot and nationally deploy PeopleClick
Refresh employment/ volunteer brand
Talent Attraction Administration Centers
Nationwide Onboarding
Candidate Quality
Talent Attraction
V
V
V
Senior Executive Development
Design and select leadership development program
Evaluate career progression for critical roles
Diversity Development Education Program
Young Professional Volunteer Program
Define core competencies
Talent Development
Manager development
V
V
V
V
V
Conduct senior level talent review pilot talent
pipeline analysis
Complete comp study pension changes
Assess benefits opportunities
Nationwide Flexible Work Program
Nationwide Benefits Evaluation
Pilot Talent Opportunity Program
Nationwide Reward for Performance
Talent Retention
V
Evaluate talent management systems
Develop scorecard
Clarify Roles
Change comm. Plan
Change Sustainability
Workforce Planning
Engagement Study
V
V
V
V
V
Indicates Implementation underway or implemented
V
Volunteerism Focus Area
10
Organizational Core Competencies
11
American Cancer SocietyCompetency Definitions
  • Applied Nationwide and throughout Society
    Pathways in
  • Performance Management
  • Interviewing and Selection
  • Career Progression, Learning and Development
  • To guide your development, learning and
    development opportunities have been mapped to
    core competencies including courses, development
    recommendations, books and more!
  • Business Acumen
  • Change Catalyst
  • Communication Effectiveness
  • Constituent-Focused
  • Inclusiveness
  • Judgment and Decision-making
  • Volunteer/Staff Partnership
  • Results-Oriented

12
Core Competency and Career Progression
  • Validated by Mercer Consulting, these
    competencies are to provide staff with a basic
    definition of what is expected in each competency
    and includes behaviors that demonstrate the
    competency.
  • Each competency includes behaviors and
    development recommendations that correspond to
    one of 4 primary levels Support, Expert,
    Manager and Leader called career progression.

13
Talent Attraction Administration Center (TAAC)
14
Talent Attraction Administration Center (TAAC)
Volunteer Scope of Services
Pre-Screen Volunteers from Cancer.org
Initial Introductory Phone Call including
Discussion/Selection of Volunteer Program
Pass to Division Representative
15
Volunteer Recruitment Support
  • In one quarter the TAAC successfully connected
    with 286 interested prospective volunteers for
    one Division

16
Talent Attraction Administration Center (TAAC)
Staff Scope of Services
  • Nationwide Vendor Management Contracts
  • People Click
  • Career Builder
  • Background-checks
  • Contingent labor
  • Relationship Management
  • Event Coordination
  • Diversity Sourcing
  • Recruiting Coordination

Post Job
Prescreen Candidate
Schedule Interview
Close-out Job/ Candidate
2007 Current Workgroup focus
17
Staffing Support Example of results
  • For one requisition for a position
  • 45 people applied
  • 21 People did not pass the prescreen
  • 16 People met minimum requirements and were
    phone screened
  • And 11 were passed to Hiring Manager for review

TAAC Recruitment on Req 3224
45
50
Candidates
45
40
35
30
21
25
16
20
11
15
5
10
5
0
Inbox
Screened
Did Not Pass
Screening
Did Not Pass
Manager
Review
Hiring
18
TOP program for staff and volunteers
19
Talent Opportunity Program
  • Goals
  • Consistently retain community development staff
    for 3 years
  • Deliberately plan for community development
    turnover 9-12 months in advance
  • Enable positive community development staff
    turnover with 90 job satisfaction at exit
    interviews

Talent Opportunity Program Will
Current Challenges
  • Approximately 11 million in turnover costs
    annually
  • Approximately 34 turnover nationwide annually
  • Majority of turnover at junior levels
  • Majority of turnover at Income / Relay roles
  • Multiple attempts to rectify issues have not
    proven successful over time
  • Provide entry level staff with exposure, training
    and career support towards a career.
  • Provide career coaching to all staff in program.
  • Encourage entry level staff to learn about
    greater opportunities available at ACS and
    prepare for growth throughout the organization.

20
TOP Program Timeline
Phase One Assign buddy Formal On
Boarding Process Introduction to
nationwide community
Formal competency and
knowledge assessment to move to Stage 2
Phase Two Assign Mentor Minimum of 1
business knowledge application /
Workgroup Cross-Functional
Learning Experiences
Career coaching session 1 Nationwide TOP
Community Event Formal competency and
knowledge assessment to move to Stage 3.
Post TOP Transition into
Career Progression
and Core Competency Map.
Opportunity to become
a buddy, mentor or
coach Opportunity to become
TOP representative and/or help
plan TOP events
Phase Three 1 business knowledge application
1 volunteer opportunity/
community service. Define career
Plan with coach Career
coaching sessions 2 learning or
knowledge application
experiences Mentorship program Final Stay,
Grow, Go conversation
  • Throughout each phase
  • Quarterly Assessments of Participant, Manager
    and Program
  • Opportunity for Participant to contribute back
    to the TOP program (example become a buddy)
  • Transition TOP development opportunities into
    work place
  • Stay, Grow, Go conversation
  • On Going Management Training Opportunities

21
Professionals Against Cancer
DRAFT
  • OBJECTIVES
  • Maximize attraction of young pro bono corporate
    professionals as Society volunteers.
  • Maximize our volunteer leadership capacity by
    developing young pro bono corporate
    professionals.
  • Maximize volunteer retention by developing
    positive relationships with young professionals
    early in their Society and corporate careers
    (within the first three years).
  • MEASURES OF SUCCESS
  • Increase corporate participation in the pro
    bono young professional program.
  • Increase of pro bono young professionals
    continuing engagement with the Society post
    program graduation in any capacity (volunteer,
    donor, advocate, etc.)
  • Increase of pro bono young professionals
    participating in 1 or more leadership development
    opportunities.
  • Maintain overall satisfaction rating of 80 or
    above among pro bono young professional program
    graduates.

22
Professionals Against Cancer
Reverse Mentoring
Encore Professionals (Boomers/Vets)
Young Professionals (Gen X / Gen Y)
Mentoring
Target Market Young professionals graduating
school with related concentrations (MBA,
Nursing, Psychology, Healthcare, Management,
Marketing, Social Work, Education, Law,
etc.) Benefits -Learn professional skills -Gain
real world experience -Utilize educational
skills -Build networks -Make a meaningful
difference
Target Market Experienced workers looking to
retire, or in retirement but who want to remain
active and involved Benefits -Utilize
professional skills -Learn new skills -Leverage
networks -Grow young talent -Make a meaningful
difference
23
Other Volunteer Integrated Talent Strategy
Programs
  • Nationwide Leadership Development Program
  • Branding
  • On Boarding
  • Diversity
  • Total Rewards
  • Engagement Study
  • Scorecard

24
Agenda for Today
  • About American Cancer Society
  • Talent Strategy Concept
  • Talent Strategy Initiatives
  • Your Questions

25
Thank you!
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