Organizational Architecture is excited to be part of something cool that we wanted to share. We’ve made a lot of progress since our first note in July…here is an update.
Motogo is a not-for-profit mobile shop class providing hands-on introduction to real world problem solving and critical thinking through the tangible avenue of motorcycle maintenance. Motogo is part of Skidmark Garage which is providing the framework for running Motogo. The concept is to bring these classes directly to schools in Northeast Ohio weekly over the course of the school year.
Motogo is already working with students from the Cleveland Municipal School District and Magnificat High School. Furthermore, we have already secured assistance from the Cleveland Leadership Center / Bridgebuilders and Business Volunteers Unlimited to help with strategy, funding, and marketing.
Additionally, we are receiving grant money or in-kind assistance from:
- Lincoln Electric
- Harley Davidson
- The Blaster Corp
- And many others…stay tuned
We could use help! We are seeking board members to help lead the organization. If this is something you want to learn more about, contact Mark Fiala at email@example.com. Thanks!
This month’s success story features our work with the Mental Health & Addiction Advocacy Coalition. MHAC fosters education and awareness of mental health and addiction issues while advocating for public policies and strategies that support effective, well-funded services, systems, and supports for those in need, resulting in stronger Ohio communities.
The MHAC is a place where diverse interests come together, speak with a common voice, and work towards guaranteeing access to quality services and supports for individuals with mental health and addiction disorders.
OA was approached based on our experience working with not-for-profit organizations and benchmarking compensation, and recommending approaches to enhance compensation program administration.
Joan Englund is the Executive Director of the MHAC. She said:
OA was recommended to us from a partner organization to assist us with understanding how competitive our compensation was. We are a unique organization so we needed to make sure we used appropriate benchmarks when analyzing our pay.
They have a collaborative process and spent time with us reviewing data, asking questions, and making sure they were providing the analysis we needed to make decisions about our pay programs. They located both general compensation data as well as information specific to not-for-profits to give us an informed view of compensation in our world. Since we are spread out geographically they provided us data for the locations in which our people work.
OA’s help was invaluable in providing us data about our own programs, and insights into what is competitive among our peers. We now have a process to revisit this periodically to ensure we stay on track. Most not-for-profits are constrained by resources, especially money. Our dialog with OA helped us refine our value proposition to employees and potential candidates, and leverage our meaningful mission and work along with other aspects of our total rewards program in our conversation with them.
From all of us at Organizational Architecture to you, our clients, colleagues, and friends…we wish you a happy and restful Thanksgiving.
We are grateful to all of you who have helped us throughout the year.
It’s hard to believe we are already at the beginning the 2018 holiday season.
Rather than list out the various holidays celebrated by different people throughout these two months, we wanted to provide some general reminders to help you plan your holiday season. We encourage you to ensure that you are being fair and consistent when granting time off or flexible schedules and inclusive if you decide to have holiday themed office celebrations.
- If you have not already done so, prepare and post the holiday schedules now. Include the dates you will be open for business and the ones you will be closed.
- If the holidays fall on weekends, address whether you plan to close the day before or the day after the holiday. If so, make sure you let people know by sending out a company notice with the posting.
- Some industries, such as medical or retail, may have normal hours and scheduling or even longer hours. Make sure people are aware of this. It is completely appropriate to state that you have certain ‘blackout’ periods in which no time off may be granted due to business needs.
- Keep in mind that there are several religious and other holidays throughout this period, some of which may be unfamiliar to you. Remember to treat people fairly, even if it is a holiday that you do not know.
- Check your employee handbook to remind yourself of holiday policies, such as who eligible for holiday time off and holiday pay. Make sure you understand how holiday pay is calculated and explain it to those employees who will be receiving holiday pay.
The State of Ohio has released its new Minimum Wage poster for 2019. Ohio employers are required to post this in a conspicuous place where the employees can see the poster easily. Visit Ohio.gov to print your copy and post as many as needed in your workplace.
We are pleased to assist another public library system with their search for their Human Resources leader. Our client the Cleveland Public Library is seeking a Chief Talent Officer to lead its Human Resources strategy and service delivery to its over 700 employees in 27 locations throughout Cleveland.
The Chief Talent Officer is responsible for leading all Human Resources activities including employee relations, performance management, succession planning, training and development, talent management, and more. This includes leading a staff of Human Resources professionals engaged in these activities. The Chief Talent Officer will be part of the Executive Team and report to the Deputy Director.
We are seeking candidates who display a high level of skill in the competencies required for senior level Human Resources professionals, along with the following:
- Innovative with an eye toward process improvement and enhancing effectiveness and efficiency.
- Entrepreneurial with the capacity to seek new ways to create demand for the services provided by Cleveland Public Library and help develop new offerings to serve our patrons.
- Strategic thinker who can develop staffing plans to serve our patrons now and in the future.
- Tech-savvy and adept at using MS Office effectively and comfortable using multiple social media and social networking platforms.
You should bring the following education, experience and qualifications to the role:
- 10 to 15 years of experience in all Human Resources disciplines [employee relations, performance management, training and development, recruitment, compensation, benefits, compliance, personnel administration, etc.].
- A Bachelor’s degree in Human Resources, Business Administration, or a related field.
- SHRM-CP/SHRM-SCP or PHR/SPHR certification.
- Experience leading the Human Resources function in a large, multi-unit organization with a distributed workforce.
- Experience in pubic-sector organizations at the municipal, county, or regional level.
- Experience with the requirements of transparency and openness in all matters required of public organizations.
- Experience working with bargaining units.
- Experience with capturing metrics and producing various employment-related reports.
- Experience with developing and managing affirmative action plans.
- Experience developing and driving diversity and opportunity for all employees.
- Experience collaborating with and influencing board members or trustees.
If you are interested in any of these roles, please send your resume and cover letter to firstname.lastname@example.org. If you have a colleague who may be interested, please feel free to share this with them.
Organizational Architecture has been privileged to work with The ALICE Training Institute since 2017 as their Human Resources partner. As we have gotten to know and work with them, we wanted to help get their message out to our other clients who may want to learn more about their training programs and how they can help your employees and customers stay safe.
While any of our clients could benefit from this training, organizations that are open and accessible to the public in the course of their business may want to make this training a priority. Organizations such as:
- Public libraries
- Community and senior centers
- Banks and financial institutions
- Municipal facilities
- Retail establishments
- Office buildings
- Manufacturing facilities
The mission of ALICE Training Institute is to SAVE MORE LIVES. Their program empowers individuals to participate in their own survival using proactive options-based strategies in the face of violence. These life lessons are critical to helping ensure people have an effective response to active shooter situations. Most organizations could benefit from their training. If you would like to learn more, contact us and we can connect you with their Program Management team to get your training scheduled.
Most organizations reach a point where they need to get really specific about what traits make leaders successful in their organization. Sometimes organizations get lucky and promote the right people from staff positions into supervisory roles and these people are successful leaders. But many times, the wrong person gets promoted, and this is because they focus more on the person’s success in their current role and less on what the expected behaviors are for leaders and whether this person has demonstrated their ability to exercise them. This month’s success story shares our recent work with a company that came to that conclusion.
Aim Transportation Solutions is the largest, privately owned truck leasing company in North America. Aim Leasing Company was founded in 1982 as an affiliate of McNicholas Transportation who was, at that time, the largest steel hauler east of the Mississippi. Their initial goal was to purchase and maintain equipment for companies that didn’t have internal logistics capabilities. Since then, they have achieved steady growth and are now considered the largest, privately owned truck leasing company in North America.
Like many growing business, identifying and promoting the right people into the critical middle management role was something Aim struggled with. Their people are truly passionate about solving their customers’ problems, but this passion does not necessarily mean that these employees would be good leaders. What Aim wanted to do was develop tools and processes to identify potential leaders in a consistent manner, in order to increase newly-promoted supervisors’ success, and continue to enhance their ability to solve customers’ problems.
Vice President of Human Resources Patty Durkin said:
We knew that by implementing a process to identify potential leaders in a consistent fashion would greatly enhance our succession planning efforts. We are a growing company in a very dynamic industry…we need to make sure we have the right people in the right place and trained the right way for our customers. This is especially true for anyone with the great responsibility for leading people.
We connected with OA based on their experience helping companies implement leadership development programs. They have a solid methodology for identifying leadership competencies, defining them, and helping organizations integrate them into their succession planning process.
They started by meeting with our management team and high potential employees. Using the information they collected, they were able to develop a chart that states our competencies and describes what they mean, both at the staff level and manager level. Then they helped us implement this by assessing our current staff so we could identify opportunities for leadership development and become more focused on helping those who are struggling.
Now that we have a solid understanding of what our employees’ strengths and opportunities are, we can develop and implement targeted training and development activities focused on reinforcing where they are strong and helping them where they have challenges. This approach ensures our people are getting the help that benefits them in their career and that our resources are devoted to activities that have a direct link to what we want to achieve.
Not only will this work help with our succession planning and employee development work, it will help with our recruitment, performance management, and coaching efforts. OA’s work has given us a roadmap to help us make our managers even better.
One of the most critical roles in an organization is front-line management. Haphazardly promoting people who may or may not be successful hurts your organization and doesn’t help your customers. Having a solid process for qualifying leaders will put you ahead of your competition.