EMPLOYEE EXPERIENCE (PEP ( (Fair Proess (I understand how compensated),…
Understanding of org. goals & expectation
Know what is expected of me & how to be successful
I see a career future at Accolade
Relevant for Accolade
I understand how compensated
Understand the value and contribution 1 makes and why/how that helps Accolade
Achieving org goals
Healthy pipeline of talent
Internal talent ready to move into new roles
Retaining talent (key talent)
Understand where to invest development #39;s and for who?
Understanding of utility players regrettable loss
Outside of AHA's
Posting of internal roles
Criteria for what roles are posted?
Hiring assessments g(?) of At(?)
What does it mean?
How do you do it?
Communicating the stories of how ppl did this?
Transferable skills to new roles
Cultural: Competence model
Leadership metric - EE?
Annual vs. Ongoing
Part of check-ins
Internal vs. External hiring for
Promotions/Internal movement for key talent
How to define key talent
Understand how we track/record this?
What are key roles?
How determine key roles
Helps to determine succession relevant?
Role of leader in career development
Expectation of leaders
3-5 year tenure
Institutional knowledge & telling our stories
Exit interviews (WYYGO)
Plan for captured audiences
Career dev. planned for your people
AHA Leadership every Friday
COL Meeting & staff
Peer to peer
Pay for performance
Cheers for peers
Goal: We are the company others benchmark against
Drive value for our employees!
BOOST EMPLOYEE ENGAGEMENT
CAREER DEVELOPMENT & LEADERSHIP DEVELOPMENT
Integration of Cultural Cornerstones
Where and how?