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American Cancer SocietyTalent Strategy
Kimberly McAdams, Managing Director Talent Development
Agenda for Today
• About American Cancer Society
• Talent Strategy Concept• Talent Strategy Initiatives• Your Questions
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.
ACS Structure
Agenda for Today
• About American Cancer Society
• Talent Strategy Concept• Talent Strategy Initiatives• Your Questions
Talent Strategy“Re-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.
Talent Strategy – Focus
Talent Strategy – Focus Areas
Talent Attraction
Talent Retention
Voluntarism
Diversity & Inclusion
Talent Development
Agenda for Today
• About American Cancer Society
• Talent Strategy Concept• Talent Strategy Initiatives• Your Questions• Key Take – Aways
V
Volunteerism Focus AreaIndicates Implementation underway or implemented
Candidate Quality
Young Professional Volunteer Program
Nationwide Benefits Evaluation
Diversity Development & Education Program
Change & comm. Plan
Talent Strategy Initiatives 2007 – 2008
Workforce Planning
Nationwide Flexible Work Program
Design and select leadership development program
Conduct senior level talent review & pilot talent pipeline analysis
Pilot Talent Opportunity Program
Assess benefits opportunities
Evaluate career progression for critical roles
Evaluate talent management systems
Develop scorecard
Clarify Roles
Change & Sustainability
Talent Attraction Administration Centers
Refresh employment/ volunteer brand
Complete comp study & pension changes
Talent Retention
Senior Executive Development
Define core competencies
Talent Development
Nationwide Onboarding
Complete pilot and nationally deploy PeopleClick
Talent Attraction
20082007Focus Area
Nationwide Reward for Performance
V
Engagement Study
VVVV
V
V V VV
VVV
Manager developmentV
Organizational Core Competencies
American Cancer SocietyCompetency Definitions
• Business Acumen• Change Catalyst• Communication Effectiveness• Constituent-Focused:• Inclusiveness• Judgment and Decision-making• Volunteer/Staff Partnership• Results-Oriented
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!
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!
• 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.
Core Competency and Career Progression
Support
Expert
Leader
Manager
Talent Attraction Administration Center (TAAC)
Talent Attraction Administration Center
(TAAC) Volunteer Scope of Services
Pass to Division
Representative
Pre-Screen Volunteers from
Cancer.org
Initial Introductory Phone Call including Discussion/Selection
of Volunteer Program
Volunteer Recruitment Support• In one quarter the TAAC
successfully connected with 286 interested prospective volunteers for one Division
Eastern TAAC Services - Q4 Call Breakdown
0
20
40
60
80
100
120
June 33 45 16 94
July 30 44 32 106
August 37 36 13 86
TOC Emails Returned Call Backs Total Calls
Talent Attraction Administration Center
(TAAC) Staff Scope of Services2007Spend
Efficiencies
+ 2008Process Efficiencies
+ 2009Candidate Quality
= Best Talent to Achieve
Mission
2007 Current Workgroup focus
Nationwide Vendor Management &
Contracts
•People Click
•Career Builder
•Background-checks
•Contingent labor
Relationship Management
•Event Coordination
•Diversity Sourcing
Recruiting Coordination
Schedule Interview
Post Job
Prescreen
Candidate
Close-out Job/
Candidate
Staffing Support – Example of results
TAAC Recruitment on Req 3224
45
2116
511
05
101520253035404550
Inb
ox
Did
No
t P
ass
Scr
ee
ne
d
Did
No
t P
ass
Scr
ee
nin
g
Hiri
ng
Ma
na
ge
rR
evi
ew
Ca
nd
ida
tes
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
TOP program for staff and volunteers
• 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
• 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.
• 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.
Current Challenges
Talent Opportunity Program Will:
Talent Opportunity ProgramGoals:1. Consistently retain community development staff for 3 years 2. Deliberately plan for community development turnover 9-12
months in advance3. Enable positive community development staff turnover with
90% job satisfaction at exit interviews
Phase OneAssign buddy
Formal On Boarding Process
Introduction to nationwide community
Formal competency and knowledge assessment
to move to Stage 2
Phase TwoAssign Mentor
Minimum of 1 business knowledge application /
Workgroup Cross-Functional Learning Experiences
Career coaching session #1Nationwide 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 Three1 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
TOP Program Timeline
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
Professionals Against Cancer
OBJECTIVES:1. Maximize attraction of young pro bono corporate professionals as Society volunteers.2. Maximize our volunteer leadership capacity by developing young pro bono corporate
professionals.3. Maximize volunteer retention by developing positive relationships with young professionals
early in their Society and corporate careers (within the first three years).
PHASE ONE PHASE TWO PHASE THREE
POST TOP1. Formal on-boarding process.
2. Assigned a staff or experienced volunteer partner.
3. Introduce to nationwide social community.
4. Develop a work plan with defined deliverables and expectations.
1. Assign mentor & coaching session #1.
2. Workgroup cross-functional learning experiences.
3. Nationwide TOP community event for networking opportunities.
4. Provide an ACS mission experience.
1. Volunteer career coaching sessions for succession planning.
2. On-line learning & development opportunity.
3. Introduce re-engagement plans.
4. Learn about the mentorship program.
5. Graduation
1. Mentor future TOP Volunteers.
2. Spokesperson for TOP Volunteer Program.
3. Help plan future TOP community events.
4. Future leadership opportunities.
MEASURES OF SUCCESS:1. Increase % corporate participation in the pro bono young professional program.2. Increase % of pro bono young professionals continuing engagement with the Society post
program graduation in any capacity (volunteer, donor, advocate, etc.)3. Increase % of pro bono young professionals participating in 1 or more leadership development
opportunities.4. Maintain overall satisfaction rating of 80% or above among pro bono young professional
program graduates.
DRAFT
Young Professionals(Gen X / Gen Y)
Encore Professionals(Boomers/Vets)
Reverse Mentoring
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
Professionals Against Cancer
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
Other Volunteer Integrated Talent Strategy Programs• Nationwide Leadership
Development Program• Branding• On Boarding• Diversity• Total Rewards• Engagement Study• Scorecard
Agenda for Today
• About American Cancer Society
• Talent Strategy Concept• Talent Strategy Initiatives• Your Questions
Thank you!