AGM Strategic Planning Questions -2018

The following is the synopsis of   the answers provided by the staff to the questions asked at our AGM. This is the beginning our Strategic Planning.  Strategic Planning happens every three years.  Once we gather the information we need for a solid Strategic Plan we then set goals, strategies and outcome measures to ensure we are moving in the direction the Stakeholders of NAS have indicated.

For the Strategic Planning, the agency takes a cross section of staff, clients, guardians and other stake holders to be part of the Strategic Plan.

This next strategic plan will build on keeping our Vision and Mission on the front of everything we do.

This next strategic plan will answer the following questions:

Who’s eying the future? Who’s watching the store? Who’s looking for talent? And Who’s building the culture?

The following questions were asked of the staff who attended the AGM and the answers are reflected below. Of the 88 people who attended, 40 people responded.

 

What is the single one thing that the agency was best at this year?

What do we need to do to repeat this success?

  • Sensory room x2
  • Collaboration btwn group living homes
  • Staff receive necessary training
  • Moving towards outcomes
  • Community development initiatives
  • Hiring of caring and friendly staff- who are awesome teachers
  • Wellness room x2
  • Adding more advisors to help staff learn and grow
  • Getting to know my advisor
  • The work and effort to wellness
  • Resource center
  • Communication x3- emails ,memos bulletin boards
  • Training x3
  • Innovative
  • Harm reduction
  • Young adult world introduction
  • Breaking into the world of harm reduction
  • Evaluation staff tool- continue to refine it, add peer evaluation and evaluation of supervisors
  • Flexibility
  • Benefits x2
  • Supporting individuals creatively with a “can do” attitude
  • Individualized services for clients and inventive
  • Being inclusive to all-clients, employees and community providing resources to staff for a smooth day with clients
  • becoming a place for staff and clients that are motivated to come
  • Great TLx2
  • Inclusive environment
  • Recruited more staffx2
  • Being supportive of clients, their goals and helping them move forward
  • Software introductionx2
  • HR implementation
  • Great service
  • Creating a sense of belonging- family
  • More intake
  • training that enhances and makes work more efficient
  • Leadership staff are accommodating and provide good communication
  • The agency grew and offered full-time employment
  • Team Building
  • Successful evaluation process
  • Individualized service for the clients
  • Support Individuals with complex needs
  • Agency growth

 

What is the thing the agency was worst at this year? How would you change it?

  • TL’s not having time to build positive healthy relationships
  • Needing supervisions
  • To change the need to find coverage when a staff is sick
  • Ensuring adequate staffing x2
  • Continue to support staff’s ideas to grow
  • Provide regular monthly training
  • I do not know who to go to address concerning guardians and trustees
  • Marketing
  • Communication on all levels x 3
  • Communication to the front-line staff- could be due to changes within the leadership levels
  • Evaluations for staff
  • Website is so out of date!
  • Being productive with new things
  • The worst is not happening yet x5
  • Opening programs before they are ready- needs to be done thoughtfully
  • More planning
  • to be more advanced in making systems easier
  • Implement- don’t react
  • Better benefits x4 ( flex is not enough for sick time as flex needs to cover unpaid holidays too)
  • Training for team leaders
  • consistency
  • Training front-line staff
  • Too much turnover x2
  • Losing the sense of belonging
  • Making sure the city and community is aware f our services
  • Scheduling
  • Be more collaborative and cooperative
  • Recognize staff for team work
  • Admin needs to be welcoming of employees from Gr home
  • Time sheets
  • Parking issues x2
  • Smaller caseloads for TL

 

If you were in charge of a Strategic Planning for the agency what would you change?

  • Not enough admin and HR support
  • Quality of services=meeting client goals
  • May change the job descriptions to ensure right work is being done within the right position
  • Understand the employee perspective
  • Workshops for best team works
  • Know how to build a team that has been damaged
  • More objectivity in performance tool
  • Introducing recognition
  • Be organized,
  • More ahead planning when opening homes
  • More training for client specific diagnosis
  • Proper training and orientation for new staff
  • Anchor the strategic plan on the vision and immerse clients and staff daily to the work so its relevant
  • Address parental interference
  • Including staff ideas and opinions to ensure company growth
  • Continue new partnerships
  • Further program development on a basic level before moving things forward
  • More community involvement ie volunteering, helping others in need, and an alternative way of branding ourselves
  • Keep the same goals
  • Work to have a stat plan that is owned by all employees and implemented daily
  • Develop measurable outcomes
  • Have a 5-10 year plan with budget
  • Improve communication- consistency
  • Right people in the right job
  • Increase benefits
  • Increase wage x2
  • I wouldn’t change the plan but enhance it to ensure quality of service
  • Ensure client goals are worked on before changed
  • Look at growth from all perspectives for effective and efficient tools

 

Based on your knowledge of the service you provide to the clients what are the barriers to providing the best possible service?

  • Communication between each level i.e. front-line to front-line but also front-line to TL, TL to Coordinator
  • Time –not enough time to research resources and plan x2
  • Ensure enough infrastructure to support the work
  • Getting trained in a timely manner
  • Learning where to access training and knowing what exactly is required
  • More street drug related training and contamination of objects
  • Accepting clients without appropriate furniture for bedroom, kitchen and cooking supplies
  • Lack of communication skills
  • Not enough support from leadership
  • How do you motivate our clients more with work and activities when they do not speak x3
  • Funding and being creative in how funds are used x2
  • Communication
  • Planning
  • Ensure that TL and Coordinator are able to be connected with
  • lack of communication with TL
  • paperwork is not related to our work
  • Give staff a mechanism to voice concerns and issues
  • TL and Coordinators must have a mind-have ears and eyes on direct staff- those closer to the job know best
  • Personal space
  • Wages
  • TL changes too often
  • P & P interpretation differs and changes to policy
  • Training

 

How do you promote the agency?

  • More connection with staff and leadership
  • Networking with community resources
  • I am sharing my interest for an inclusive future for all and the diversity to family, peers and friends
  • I talk about the agency and refer people to work here x3
  • Being the best I can be and staying positive
  • I do promote! X4
  • By recognizing the good work front-line staff do
  • Hoping Sharevision promotes more connection and what people are working on
  • I talk to external stakeholders and build the dream of the agency
  • I talk about my work and achievements x2
  • Through job fairs
  • My connections
  • Word of mouth x3
  • Including our clients in the community x3
  • NAS has quality of service to promote client wellness
  • Staff are well trained
  • Providing best practices
  • Social media to promote
  • Loyalty to the agency

 

If you fired yourself today and came back tomorrow as the new boss with a clean page, what would you do?

  • Take advantage of all available opportunities
  • Nurture and develop staff
  • Make sure everyone understands duties and what is required of them
  • Agency has a beautiful vision and heart- we need to be pioneers and developers who take the vision and break it down into steps- “we need details people”
  • Evaluation of staff as # 1 priority
  • Spend more time with front-line staff
  • The company works together and I am trusted and empowered to do the work
  • Restructure and evaluate who belongs in what role based on skill sets/abilities/knowledge
  • Start my day to be positive every day with a positive intention
  • More structure
  • Wouldn’t change x5
  • I would keep those things that work well
  • Continue diversity and cultural awareness and community inclusion
  • Management has become more clear in their roles
  • Higher wages
  • Free potluck or lunch every day