Common use of Areas of Focus Clause in Contracts

Areas of Focus. Initial conversations with executive leadership identified a number of areas of focus for deeper exploration. These areas include: • The pace of change has increased exponentially since 2009 creating challenges for some employees • Pay and benefits issues have created some challenges for recruitment and retention • Explore the designing of an in-house marketing plan to promote the good work of the organization, increase knowledge and understanding of what services the organization provides and to create synergy with marketing efforts by both member and non-member clients • Although outside leadership training courses have been offered internal leadership opportunities should be tapped • Employee/leadership development should be explored in order to proactively increase employee engagement and satisfaction as well as to address current and future succession challenges • Relatively new location in the high desert has relieved some overcrowding issues in the valley but exploration of challenges this separation could create may be warranted • Provide all identified consultant services to the Communications, Administrative, and Information Technology according to most pressing needs Although the interview and data collection process has not happened the following deliverables will likely be needed regardless of data/information collection outcomes: The Employee Development Plan (EDP) will create a methodology and process to develop Confire employees toward career goals that are consistent with organizational needs. Each employee will have a detailed plan that can be carried from one supervisor to another or for that matter one division to another. The plan creates shared responsibility between the employee and their managers/supervisors. Additionally, the system can serve as an information source for annual evaluations. Lastly the plan will provide for ongoing succession development by providing for an array of internal candidates for each supervisory and managerial opening. At its core the plan may consist of the creation of a Leadership Development Team (LDT). This team’s sole purpose is to explore and develop a comprehensive array of development opportunities for employees from throughout the organization. This team will embody the organizations commitment to collaboration, innovation and shared responsibility. Additional services provided to Confire will include coaching for managerial and supervisory employees on collaborative leadership and the use of the T.I.L.L Matrix (Technical Skills, Interpersonal Skills, Leadership Skills and Learning) for use with employees to identify areas where specific developmental tools are to be applied. The TILL matrix is designed to be used in conjunction with SWOT analyses (Strengths, Weaknesses, Opportunities and Threats). The EDP will include in-depth training in both a one-on-one environment as well as group settings for all personnel responsible for leading and supervising other personnel.