The Resilient Government 2 - CSMFOmedia.csmfo.org/wp-content/uploads/2016/03/Resilant...GFOA...
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The Resilient Government 2.0California Society of Municipal Finance Officers
March 2, 2016
Ronnie Campbell, Finance Director, City of Camarillo, CAHeather Johnston, GFOA President & City Manager, Burnsville, MNPhil Bertolini, Deputy County Executive/CIO, Oakland County, MI
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35W Bridge Collapse
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Burnsville Water Partnership
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GFOA Resiliency
• Resiliency Task Force 1.0
• Focus on Financial Resiliency
• Issue of Government Finance Review
• Best Practices
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GFOA Resiliency
• Resiliency Task Force 2.0
• Focus on Finance Professionals
• How to recruit, retain and motivate
• Field testing is underway
@GFOA President#GFOA Resiliency
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GFOA Resiliency Task Force 2.0
• 20 Finance Professionals from the United States and Canada
• Mission: To research, develop and test practical ideas to recruit and retain engaged employees into public finance.
• Reviewing current literature
• Developing practical information
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Task Force 2.0: Mission Statement
• Research, develop and test practical ideas to recruit and retain engaged employees into public finance.
• Emphasize ideas applicable to all generations, with special attention to millennials
• Engage finance employees as true partners
• Developing practical information
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Reviewing the Literature
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• Autonomy• Mastery• Purpose
• Digital• Clear• Fluid• Fast
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Ideas to Explore
“Drive” by Daniel H. Pink• Autonomy – Don’t micromanage – allow time for creativity (“FedEx Days”)
• Mastery – Increase engagement and set clear goals
• Purpose – Explain the reason behind the task, what goals you are trying to achieve and the “why” behind what we do
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Ideas to Explore
“When Millennials Take over” by Jamie Notterand Maddie Grant• Digital – Focus on the user; make sure processes are changed with technology
• Clear – Share information with employees; include others in decision making
• Fluid – Be flexible when possible; allow others to make decisions
• Fast – Make information accessible to public
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What’s the Problem?
• Developed Small Groups based on research– Strategies for Attracting Millenials– Autonomy – Purpose –Mastery
• Brainstorming, then narrowing the focus
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Testing the Theory: Four Groups
• Special/Self‐Directed Time• Engaging your Staff in Decision‐Making Meetings
• Stretch Assignment Field Test• Action Planning
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What does this Look Like?
• Articles in Government Finance Review• Practical tools• Just get started!!
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What else?
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What is Succession Planning?
A. Replacing the person who just left the organization
B. A new iPhone gameC. The current past‐time of Prince William and
the Duchess of CambridgeD. Thinking strategically about the needs of
your organization and how to address them
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Why Do It?
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Succession PlanningCase Study: Burnsville, MN
• Burnsville, MN: A third‐ring suburb of the greater Minneapolis/St. Paul metro area
• Geographic Area: 27 square miles• Population: 61,300• City Budget: $102 million• 270 employees, 5 unions
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Simple Start to the Conversation
• Management Team Discussion• Ask the Questions
–When?–Who?–What is our Need?
• Identify a strategy• Partner with Human Resources
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Simple Start to the Conversation
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Talk about the Future
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Action Steps
• Identify the gaps• Establish Future State• Engage the incumbent
– Skill assessment– Knowledge transfer
• Evaluate internal readiness
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GFOA Resiliency Definition
• Recognize risks!
• Be flexible!
• Be robust!
• Exercise foresight!
• Adapt!
• Look deeper!
• Build relationships!
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How to Stay Informed and Share Your Ideas?
• Ask Your Colleagues– Ronnie Campbell, Director of Finance, City of Camarillo
– Drew Corbett, Finance Director, City of Menlo Park• Contact GFOA
– Shayne Kavanagh– Elizabeth Fu
• Email Me at [email protected]
• Join the Birds
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@GFOA President
#GFOA ResiliencyCSMFO March 2, 2016
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Workforce & Resiliency“The right people make a difference!”
Presented by, Phil Bertolini, Deputy County Executive & CIO
March 2016
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Doing MoreWith Le$$
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Doing LessWith Le$$
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The perfect combination
Millennial
The Perfect Combination
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Recruiting and Retaining the New Professional
• Compensation• Longevity (3 to 5 years)• Training • Work/Life Balance• Opportunities to learn and grow the
organization
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Oakland County Plan
Three Pronged Attack1. Salaries and Benefits2. Flexible Work Hours3. Workplace/Environment
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Oakland County Plan
Salaries & BenefitsPerformed a Salary Study
Base salaries were adequateTop of salary range was 30% lowAdded steps on range
Helped with recruiting and retention
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Oakland County Plan
Flexible Work Hours4 X 10 work weeksFlex hoursTelework
Flexible hours attract the new workforce
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Oakland County Plan
Workplace EnvironmentConstructing a modern workplace
Removed all wallsAdding stand/sit desksAdding white noise systemStarted in Application Services
Changes will have a positive effect on recruiting and retaining IT workers
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Before
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After
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Oakland County Results
Staff Recruitment &Retention
Improved from 30% to 12%Morale has gone upProductivity on the rise
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• Accept that people will move on• Don’t take it personal• Everyone is replaceable• Build a modern workplace• Sell innovative work & being
home for dinner with the family• It’s all about the people
What Do We Do?