HomeMy WebLinkAboutCORRESPONDENCE - PURCHASE ORDER - 9161756Workforce and
Succession Planning
Strategic Planning
Services
PROPOSAL
October 23, 2015
Submitted By:
Patrick Ibarra
The Mejorando Group
7409 North 84th Avenue
Glendale, AZ 85305
925-518-0187
www.gettingbetterallthetime.com
City of Fort Collins Proposal
Table of Contents
1. Scope of Services ................................................ 3
2. Project Schedule and Fee ................................... 6
3. Description of Qualifications/Services ............... 7
4. Profile/Resume ................................................... 10
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City of Fort Collins Proposal
1. SCOPE OF SERVICES
The current economic and social environment is pushing governments to make
transformational change. Governments are at a crossroads. To meet rising expectations
with shrinking resources, they need to make a choice: cut services, increase the tax
burden or pursue a more value-oriented agenda that will put them on the path to higher
performance. Leading governments like the City of Fort Collins are choosing the third
option – finding innovative ways to create greater public-sector value from their resources
by delivering improved outcomes more cost efficiently.
Essential to government successfully executing its mission is the capabilities and
motivation of its workforce. That workforce is receiving increased attention. The numbers
are well chronicled, the workforce in general is aging and in particular to government, the
workforce is “graying” at an accelerated rate. Simultaneously, significant challenges
confront public sector leaders in their ability to attract, retain and develop their best people;
their “talent” as it’s referred to.
How do leaders, partnering with Human Resources, help create the 21
st
century workforce
needed to deliver better government? The answer is a targeted and proven approach to
Workforce/Succession Planning. Ensuring city employees are equipped, qualified and
capable to strengthen the City’s “bench” is the opportunity for the HR Department in the
services it provides to departments. Defining the strategy to support the
Workforce/Succession Planning service delivery and establishing performance measures
to monitor its effectiveness is the focus of this project.
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City of Fort Collins Proposal
Organizations, such as the City of Fort Collins Human Resources Department, are
continually presented with unexpected opportunities and unanticipated problems. The rise
of Workforce/Succession Planning as an emerging practice among progressive
organizations is precisely one of these opportunities. Hard choices must be made,
sometimes quickly, often under conditions in which little is certain. It can be easy to
become distracted by these challenges expending time, money, and energy on activities
that divert people’s attention from the organization’s principal goals. To avoid these
distractions, organization members – including staff from top to bottom – need to
understand clearly what the organization’s goals are and what it will take to achieve them.
Assembling the HR group responsible for providing Workforce/Succession Planning
services allows the Department to make fundamental decisions that guide them to a
developed vision of the future. To fortify relationships among all members and increase a
shared understanding about the future of Fort Collins and how the HR Department in
adopting and implementing a contemporary approach to Succession/Workforce Planning
services, will determine the best path forward in its quest to deliver high quality services.
Succession/
Workforce
Planning
Strategy
Services
Performance
Measures
Patrick Ibarra is extremely effective as a guide and catalyst partnering with groups by
utilizing his in-depth understanding about local government operations with a highly
interactive, thought-provoking and practical approach to group facilitation. The result is a
group recommitted to tackling, with a laser-like focus, today’s toughest challenges
confronting local government leaders.
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City of Fort Collins Proposal
The Scope of Services includes the following:
• Step One: Conduct a Needs Assessment. In order to ensure the
Workforce/Succession Planning Strategy created and implemented is credible and
compatible with the preferences of the organization’s leaders, as it pertains to their
department operation, a Needs Assessment will be conducted. Input is essential in
the crafting of the strategy and will be obtained through the design and facilitation of
three group meetings;
o Service Area Directors (select)
o Department Directors (select)
o Senior Managers (i.e. cross-section of those managers who regularly make
hiring and selection decisions)
o One-on-one individual meetings with the City Manager and Assistant Human
Resource Director.
• Step Two: Incorporating the input from the group meetings and factoring in the
various City initiatives (i.e. Budgeting for Outcomes, Priority-Based Budgeting, etc.),
prepare and submit a summary from actions involved in Step One including. This
report will be reviewed with the Assistant Human Resource Director.
• Step Three: Appropriate members of the Human Resource Department will convene
for a ½ day meeting to examine the Succession/Workforce Planning service
strategy as documented in the summary and identify potential relevant performance
measures. Patrick Ibarra will design and facilitate this meeting.
• Step Four: The summary report will be revised incorporating an analysis of specific
steps recommended to ensure the HR Department has the capacity and capability
to provide the Workforce/Succession Planning services.
The outcome of this process to create a consensus on the future challenges confronting
the City organization in general, and the role the HR Department plays in responding with a
progressive and contemporary approach to building the existing and incoming city
workforce (i.e. the bench).
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City of Fort Collins Proposal
FEE
The fee is $9,750 and includes:
1. Design and facilitate three two-hour group sessions with 1) Service Area
Directors, 2) Department Directors and 3) Cross-Section of Hiring Managers.
Conduct individual one-on-one meetings with the City Manager and Assistant
Human Resource Director to obtain his and her respective input. Completion of
this step will require one-day on-site.
2. Prepare a summary of meetings under Step One including a recommended
Succession/Workforce Planning service strategy for the City’s HR Department to
adopt and implement.
3. Design and facilitate one ½ day group session with those employees within HR
identified by Janet Miller, to review the proposed service strategy, as well as
share emerging trends in the field about succession/workforce planning services.
4. Summarize outcome of ½ day group session in Step Three along with an
analysis of specific steps recommended to ensure the HR Department has the
capacity and capability to provide the Workforce/Succession Planning services
and provide written report.
Travel related expenses are in addition to the Fee. Two on-site trips are estimated to
complete the Scope of Services.
DATES AVAILABLE
Dates available for facilitating three two-hour group interviews and completing two
individual one-on-one meetings, over the course of one day:
• Thursday, December 10
th
or
• Monday, December 14
th
A minimum of four weeks after completion of the Needs Assessment will be the Advance
meeting involving the Assistant HR Director and designated members of the HR
Department involved with Succession/Workforce Planning. This group meeting is
scheduled for ½ day:
• Monday, January 11
th
(afternoon) or
• Tuesday, January 12
th
(morning)
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City of Fort Collins Proposal
DESCRIPTION OF THE MEJORANDO GROUP
Founded in 2002, the Mejorando Group is a consulting practice focused on improving the
management and operation of government organizations. Offering consultation,
facilitation, and training the Mejorando Group values building and sustaining customer
relationships by helping align your most important resource – your people – so that your
organization moves faster and more successfully toward accomplishing your goal of high-
quality public service. We take our name from the Spanish word, Mejorando, which
translated means “Getting Better All The Time.” This reflects our commitment to
our approach with clients who are seeking new ways to improve constantly.
We feature a proven record of partnering with organizations through the myriad of issues
influencing individual performance, group/team interactions, and overall organizational
effectiveness. Our “hands-on” approach and ability to collaborate with all levels, from field
personnel to executive management, enable us to integrate strategy, structure, process,
quality, and culture to the desired end: optimal performance.
The Mejorando Group is comprised of professionals that have served as executives and
managers in organizations from both the public and private sector, and together have
several years of experience working in all aspects of local government management. As a
result, we bring you extensive experience, breadth of expertise, strong people
management skills, seasoned judgment and a valuable perspective that provides for an
immediate connection with your organization’s employees.
Our full range of services includes the following:
• Organizational Analysis and Process Improvement – We review and analyze
various functional areas within an organization or agency to help discover more
effective ways to manage and perform management and organizational activities.
The Mejorando Group helps organizations succeed in their efforts to excel by
utilizing a results-oriented approach that assesses the current effectiveness of
existing strategies, structures, programs, work processes, and measurement
systems. Strategies and tactics are provided to disrupt the status quo, and
breakthrough practical solutions are implemented to align the organization’s people
and work processes toward high performance.
• Facilitation – Our approach to facilitation, from team building to strategic planning,
enables a group to focus on future business conditions and generate progressive
strategies and innovative tactics to effectively anticipate and respond to those often
changing circumstances. This results in a proactive and dynamic approach to
sustaining a high-quality, high-performance organization. We are certified in
Facilitation Skills from Development Dimensions International (DDI).
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City of Fort Collins Proposal
• Talent Management Programs and Services:
o Succession Planning Programs – We are one of the country’s leading
experts in effectively addressing the impacts from the changing workforce
and designing succession planning programs. Our approach is systematic
and comprehensive and was the recipient of the Most Innovative Award
presented by the Texas Municipal League. Mr. Ibarra is frequent speaker on
this topic at national conferences and has published several articles, as well.
We design and implement all aspects of a robust Succession Planning
Program which focuses on establishing job-level Competencies and
recommending targeted improvements to Recruitment, Selection,
Leadership Development, Workforce Training, and Promotional processes –
in which all are synchronized towards equipping an agency’s workforce with
the skills and capabilities to maintain high-quality service delivery and
effective local government.
o Training – Design and Delivery - We develop training strategies, design
workshops, deliver and evaluate training, and provide coaching to executives
and managers. Our “instructor-led, participant centered” approach to training
limits lecture and focuses on using a variety of instructional methods (e.g.
discussions, video-clips, case studies, small group exercises, handouts to
complete, skill-practices, and group discussions) to maximize the use of Adult
Learning. Our goal is for participants to master the knowledge, skills and
behaviors emphasized in the training program and apply them to their day-to-
day activities. We feature over forty (40) competency-based training
workshops for workforce members from all areas of your organization, front-
line to executives.
o Leadership and Management Academy(ies) – We design and implement
Leadership and Management Academies including assisting with candidate
selection processes, curriculum development, training delivery including an
on-line/web-based component, and facilitation of action learning teams.
o Coaching – We provide coaching services to middle and senior level
managers and seasoned executives designed to improve individual
performance and organizational effectiveness. We are certified in
Performance Assessment (i.e. 360-degree feedback processes) from the
Center for Creative Leadership.
o Mentoring Programs – We design and implement award-winning Mentoring
Programs that reflect an organization’s culture and match leaders as mentors
with those employees interested in accelerating their performance and career
trajectory.
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City of Fort Collins Proposal
o Knowledge Transfer – We provide leading edge practices enabling
organizations to effectively transfer high value tacit knowledge essential for
business continuity. Knowledge Transfer is a rapidly growing occurrence
within forward-thinking organizations concerned about mitigating the impacts
of the departure of seasoned employees.
• Change Management - Managing change is the most important aspect of any effort
to improve employee performance and organizational effectiveness. We view
change management as a process and help to guide implementation of change
initiatives by utilizing and engendering in others the methods, tools, and expertise
which focus on both the human and organizational aspects of the change. We
provide a series of sequenced actions that will effectively disrupt the status quo and
implement sustainable change.
Beyond our website which provides general information on our firm, services we provide,
list of clients, and resources such as articles we have authored, we are extremely active in
social media, providing relevant and timely content to those persons who are vigilant about
“getting better all the time.” Please visit our site on Facebook for the latest solutions to the
most pressing challenges confronting government leaders. Finally, each quarter we author
an e-newsletter, “Moving Forward” distributed to over 4,000 public sector professionals
providing a path forward through the turbulent times impacting government.
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City of Fort Collins Proposal
PROFILE
PATRICK IBARRA
Co-Founder and Partner, The Mejorando Group
As co-founder and partner in The Mejorando Group, Patrick Ibarra is responsible for Talent
Management, Facilitation and Organizational Effectiveness services. As a Consultant and
Manager in both public and private sector organizations, including as a city manager and
human resource director, Mr. Ibarra brings organizations over 29 years of experience
and a shared understanding of the particular demands and constraints placed on
organizations and their employees. He possesses a strong foundation in the principles,
practices and applications of organizational development, facilitation, and training along
with a solid background in coaching and executive assessment. As one of the country’s
leading experts on succession planning for government agencies, Mr. Ibarra brings leading
edge solutions to optimize talent development.
Patrick Ibarra is an entrepreneur of ideas who brings a valuable perspective to his work
with governments – recognizing their uniqueness while implementing leading edge
solutions designed to achieve sustainable change and improved performance. With over
15 years of experience serving in four cities of varying size primarily as a City Manager or
Assistant City Manager he effectively blends his background serving in government with
his seasoned experience as an external consultant by providing a valuable perspective in
partnering with government leaders. He possesses an in-depth understanding of the daily
workings of city government – political aspects, the role of budgets, sometimes
continuously shifting priorities, the influence of internal and external stakeholders, and
managing the delivery of essential services and programs – that is woven seamlessly
together enabling his advice and recommendations for improvement to succeed. Mr.
Ibarra’s perspective and experience are enormously helpful as he partners with
government leaders in co-creating ambitious and practical approaches to performance
improvement.
A Speaker, Author and Conference Presenter, Mr. Ibarra also serves on the adjunct faculty
staff at Arizona State University. He teaches courses on organizational change.
Employment History
The Mejorando Group Consulting Practice, Co-Founder and Partner
City of Port Angeles, Washington City Manager
City of Mason, Ohio Assistant City Manager and Human Resource Director
City of Emporia, Kansas, Management Assistant, Office of the City Manager
City of Phoenix, Arizona, Management Assistant, Public Works Department
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City of Fort Collins Proposal
Education
• Master of Human Resources and Organization Development, University of San
Francisco
• Master of Public Administration, Arizona State University
• Bachelor of Science degree, Political Science, Central Missouri State University
• Graduate of the University of Virginia Senior Executive Institute for Public Service
• Certificate in Training and Human Resource Development, University of California-
Berkeley
• Certified to administer Assessment and Performance Support tools (i.e. 360-
degree), Center for Creative Leadership
• Certified Facilitator, Development Dimensions International
Publications (recent)
“Career Management in the 21
st
Century” Texas Town and City February 2015 issue
“Recruiting and Retaining A+ Performers in the Finance Department” February
2015 issue of Government Finance Review published by the Government Finance
Officers Association
“What Government can learn from the Culture of Apple” January 20, 2015 issues of
Governing.com
“How Governments Can Hold Onto Their Top Performers” October 1, 2014 issue
of Governing.com
“Planting the Seeds to Harvest Innovation” June 11, 2014 issue of Governing.com
“The Future of Government: Me and My Career” March/April 2014 issue of California
Special Districts Association Magazine
“The Amazon-ification of Government and Why We Need More Of It” March 19, 2014
issue of Governing.com
“Turning Your Organization into a Talent Magnet” February 2014 issue of
Government Finance Review published by the Government Finance Officers
Association
“Government’s Crucial Employer Brand” December 11, 2013 issue of
Governing.com
“What is Successful Government” September 25, 2013 issue of Governing.com
“Knowledge Management: Transfer It Before It’s Too Late” June 2013 issue of IPMA-
HR News published by the International Public Management Association for Human
Resources (IPMA-HR)
“Best Practices: The Enemy of Innovation” January 30, 2013 issue of Governing.com
“Your Leadership Playbook: Game Changing Practices of Successful Leaders” October
2012 issue of Public Management published by the International City/County
Management Association (ICMA).
“The Next Government Workforce” October 24, 2012 issue of Governing.com
“Talent Management: The Next Phase of Succession Planning” September 2012
issue of IPMA-HR News published by the International Public Management
Association for Human Resources (IPMA-HR)
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