TASK FORCE UPDATE PULSE SURVEY

The goal of the new Pulse Survey Task Force established last summer was to have colleagues review the data generated by the Pulse Survey and Listening Sessions that Tapestry held last summer with Cathy Ferree. Over the last five months, task force members worked together to identify where we could have an impact and/or make a difference in issues that were identified.

A big thank you to the task force members – Matt Anderson, Brad Baute, Beth Breymier, Dustin Chavez, Peggy Fisherkeller, Daniel Lasiter, Chuck Lockman, Crystal Necessary, Robin Penny, Rebecca Swanson, Andrew Weller and Emily Winship – for spending their time and being willing to think through, prioritize and offer solutions to identified issues. Below is a list of items already implemented and other items still being worked on.

In a few months, members of the task force will be asked to replace themselves with other members from their department, who will continue the work that’s been started. This will give us an opportunity to be sure we are making progress on the items in the “working on” list. It will also be an opportunity to discuss new items that may arise.

If you have any questions, please see Cathy Ferree or any member of the ISMHS Leadership Team. We will continue to update you as we progress.

Implemented

• New salary bands with increases

• Updated employee handbook including updated policies and procedures posted to the ISMHS intranet

• ‘What’s a quasi?’ explanation added to handbook and addressed at Jan. all-staff meeting

• Marketing/communication survey leading to: o Updated all-staff meeting format o Updated staff newsletter with ISMHS Leadership Team interviews every other month

• Coffee chats with ISMHS leadership

• Beginning to change messaging from the State to messaging from ISMHS

• Staff departure announcements now include who to contact with questions and plans for the open position

• Open job positions are now posted to the ISMHS “Join Our Team” webpage

Working On

• Ensure staff are experiencing consistent access to professional development across departments (conferences, local trainings, offsite trainings, department trainings, PeopleSoft trainings, visiting like institutions, podcasts, webinars). Define how professional development opportunities are determined (including by who) and what the budget parameters are.

• Continue to change messaging from the State to messaging from ISMHS

• Share tuition reimbursement details when available

• Implement an ISMHS climate survey instead of participating in the State’s Pulse Survey o Create our own questions that allow for anonymous feedback yet still identify specific issues o Determine a vendor

• New Hire Orientation and Onboarding o Incorporate ‘What’s a quasi?’ into new hire orientation and discuss annually with all staff o Create a staff map – an organizational chart with names, titles and pictures (if possible)

• Determine location for staff lounge

• Update the ISMHS intranet to be inclusive of our partners (White River State Park and Asante staff)