THE ONLY CONSTANT IS CHANGE Creative Strategies for Improving Organizational Sustainability and Adapting to Change SESSION ID #:

4-3

DAY:

August 17, 2017 9:15 am

MODERATOR:

Maret Freeman, BerryDunn

PRESENTERS:

Michael Hall, State of Vermont Sarah Olson, BerryDunn Edward Dolly, State of West Virginia Zach Rioux, BerryDunn

Session Title: The Only Constant is Change: Creative Strategies for Improving Organizational Sustainability and Adapting to Change Our session will discuss: • Flexible staffing and contracting mechanisms • Creative techniques for recruiting and retaining employees • Planning for and managing change

Please remember to silence your cell phones.

USING FLEXIBLE STAFFING & CONTRACTING MECHANISMS

Michael Hall, Associate CIO Vermont Agency of Human Services

VERMONT’S HEALTH SERVICES ENTERPRISE LANDSCAPE

Vermont Health Connect (Health Benefit Exchange)

Integrated Eligibility

MMIS

HIE/HIT

(Core MMIS, PBM, Care Management)

Health Services Enterprise – SOA Platform, Process Management & Shared Services

“Agency of One” Vision

LEVERAGING AVAILABLE RESOURCES • Agency Leadership • Project Teams • SMEs • End Users

• Consultants • System Vendors

• EPMO • Change Management

Agency Staff

Centralized State IT Resources

Contractors

Master Contracts • Staff Augmentation • Quick Turn-around Projects

CREATIVE TECHNIQUES FOR RECRUITING AND RETAINING EMPLOYEES

Sarah Olson, Senior HR Consultant, BerryDunn

HIRING CHALLENGES FOR STATE GOVERNMENT

STRATEGIES FOR HIRING AND RECRUITING

Hire for tomorrow, not today

Consider what motivates people to work in government

• Consider how processes and staffing needs will change with the introduction of new technologies • Assess your workforce and identify gaps • Look for flexible and adaptable individuals who can meet current and anticipated future needs • Brand your recruiting materials to target individuals who are drawn to public service and want to make a difference in their communities • Promote the stability and benefits that come with working for state government

• Consider part-time / job-sharing / telecommuting options

Think outside of • Hire retirees to fill gaps and train / mentor newer employees the box • Cross-train employees • Hire interns, contractors, and/or supplemental employees

PLANNING FOR AND MANAGING CHANGE

Ed Dolly, CIO West Virginia Department of Health and Human Resources Zach Rioux, Senior Consultant BerryDunn

CHANGE MANAGEMENT • What is Change Management? • Discipline that guides how we prepare, equip, and support individuals to successfully adopt change in order to drive organizational success and outcomes. • Three types: Individual, Organizational/Initiative, and Enterprise Change Management. • ADKAR and transitioning from the current state to the future state.

MOBILIZING CHANGE MANAGEMENT • Develop and execute your communication & change management strategy (then monitor for adherence to the strategy!) • Assess, promote, and instill stakeholder awareness, desire, and knowledge early on • Gain and maintain stakeholder buy-in • Continuously understand and meet stakeholder desires and needs • Obtain feedback from employees, audit and measure performance, reward, and hold people accountable

MATURING THE PROCESS FOR CHANGE • Establishing an enterprise-wide change management process • • •

Operations Change Requests Projects

• The role of… • • • • •

Project Sponsors, Leads, and Managers Universities and Colleges Contractors Community Other Project Stakeholders

• Change management governance and reporting •

Stakeholder Engagement

• “Everything vs. Anything”

QUESTIONS & DISCUSSION

Presentations will be posted to the conference website – www.mesconference.org – within the next few days.