CFDLS © 2014

Central Florida Diversity

Learning Series 2014Evaluation Summary of

Session 1 on January 28th

Recruitment, Retention and Retirement: Redefining Our

Plans and Processes

Presenter: Ken Beller

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EVALUATION DETAILS

A total of 18 evaluations were turned in, 10 of which were filled out by managers and 8 of which were filled out by individual contributors or employees. A total of 22 people attended the session.

The first 4 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5.

Questions 5-8 were open-ended with room to write in responses.

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1. I am knowledgeable about the impact of Generational Values on Recruitment, Retention and Retirement.

Based on 10 manager responses and 8 individual responses.

Managers’ total improvement: 39% IC’s total improvement: 61%

1 2 3 4 50123456

ManagersPrePost

1 2 3 4 50123456

Individual Contrib-utorsPre

Post

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2. I understand how to leverage changing Values as leadership roles change hands.

Based on 10 manager responses and 8 individual responses.

Managers’ total improvement: 48% IC’s total improvement: 52%

1 2 3 4 50

1

2

3

4

5

ManagersPre Post

1 2 3 4 50

2

4

6

Individual Contrib-utorsPre

Post

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Based on 10 manager responses and 8 individual responses.

Managers’ total improvement: 47% IC’s total improvement: 60%

3. I know which strategies and tactics to implement with new leaders, who represent different Value Populations.

1 2 3 4 50

1

2

3

4

5

Managers

Pre Post

1 2 3 4 50

2

4

6

8

Individual Contrib-utors

Pre

Post

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Average Rating per Question(Managers and Individuals

Combined)

Question 1 Question 2 Question 30.0

1.0

2.0

3.0

4.0

5.0

2.9 2.7 2.7

4.54.1 4.3

Managers and Individuals Combined

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Total Percentage Improvement per Question

(Managers and Individuals Combined)

Question 1 Question 2 Question 346%

48%

50%

52%

54%

56%

58%

52%

50%

56%

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OPEN-ENDED ANSWERS4. What was your most significant

learning today?Managers:

• Communication and collaboration• Psychic income• All• The retention elements• Understanding the different generational values

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OPEN-ENDED ANSWERS4. What was your most significant

learning today?Individual Contributors:

• Information about the different value populations and the works of retention and recruitment to consider how that might look for each value population

• Psychic income• The differences between independent and interdependent value

populations and how they view the workplace• Love the concept of psychic income

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OPEN-ENDED ANSWERS4. What was your most significant

learning today?Individual Contributors:

• How to apply value population learnings to our recruitment, retention and retirement process/way of thinking

• The generational value perceptions• How the VPs need to be understood as we think through

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OPEN-ENDED ANSWERS5. How will you use one or more of the

tools presented/ practiced today?Managers:

• Work on new ideas on teams• Appreciate my team more frequently• Set aside time for important things • More appreciation to staff

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OPEN-ENDED ANSWERS5. How will you use one or more of the

tools presented/ practiced today?

Individual Contributors:

• Most immediate is thinking about myself and recognizing how some of my own current frustrations are….I also think we need to consider how the different VPs will experience education

• To think about how to help myself before I can help others• Recognize my leaders and partners on a more regular basis

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OPEN-ENDED ANSWERS5. How will you use one or more of the

tools presented/ practiced today?Individual Contributors:

• I will be taking this back to share with my team at an upcoming meeting

• I’ll share with others and encourage them to take action• In my support client groups• Communicate these with my team members• Website entrepreneurs

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OPEN-ENDED ANSWERS6. How might you integrate what you

learned about Value Populations to change your Recruitment, Retention and/or Retirement planning or processes.

Managers:

• Many team members; so great to discuss back at the office• Be mindful that salary, benefit, tangibles only go so far

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OPEN-ENDED ANSWERS6. How might you integrate what you

learned about Value Populations to change your Recruitment, Retention and/or Retirement planning or processes.

Individual Contributors:

• Not really in a position to have much impact on the processes at my workplace but can bring my awareness of some of those ideas to the process I am involved with

• Work with the recruitment team to think about ways to incorporate

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OPEN-ENDED ANSWERS6. How might you integrate what you

learned about Value Populations to change your Recruitment, Retention and/or Retirement planning or processes.

Individual Contributors:

• From a retention perspective how we can engage our workforce and share learning with clients

• Specifically geared toward our internship recruitment focusing on our transformer generation attributes

• Work with recruitment partners to improve retention

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OPEN-ENDED ANSWERS7. Other comments: (usefulness of

handouts, quality of the presenters, facilitators, food, facilities, access, insights):

Managers:

• Excellent• Thank you, superb as always• Video ahead of the session was very good• Great facility, great facilitator, great discussion• Great energy• Excellent

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OPEN-ENDED ANSWERS7. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Individual Contributors:

• Good job, thank you• Thank you for the handouts and food• Fantastic• Highly engaging facilitator with relevant examples• Thank you• Great facility and classroom environment• Food was excellent, keep this up!• Overall wonderful session; learnings that can be applied immediately