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<br /> I <br /> Performance & Development <br /> 2004 Work Plan <br /> Workforce Planning <br /> Refine workforce planning tools and methodologies. Analyze application and implementation November 2003. <br /> with selected departments and divisions. <br /> Cultural Competency Training <br /> Research, develop, and conduct cultural competency training for employees. December 2003 <br /> Code of Conduct Training <br /> In coordination with the Division Manager Policy Group workplan item, assist in the development of January 2004 <br /> the train-the-trainer curriculum for an organization-wide "code of conduct" initiative. Along with <br /> curriculum development, support the training of supervisors and managers who will deliver this <br /> information to their work units. <br /> Supervisor Guide Update. <br /> Complete updated modules for the Supervisor Guide and distribute to all supervisors. March 2004 <br /> Career Development <br /> ,Based on the employee survey, review the current career development program to evaluate its April 2004 <br /> effectiveness and develop recommendations to refine or enhance the resources and processes <br /> available for employees. <br /> Coordinated Training Program Curriculum <br /> Develop a methodology to review the current Coordinated Training Program curriculum of Apri12004 <br /> required classes for employees and supervisors. Focus on curriculum requirements for <br /> respectful work environment and communication practices. <br /> Supervisor Development <br /> Create an assessment tool that aligns with the supervisor competencies and can be _ used in May 2004 <br /> identifying supervisor skill development needs. Design a supervisor development curriculum that <br /> aligns with the competencies. Define strategies with the assistance of executive leadership to meet <br /> expectations of .supervisor development. <br /> Mentorship Program <br /> Develop a pilot mentorship program to provide participants with the opportunity to gain a June 2004 <br /> broader understanding of the organization's culture, develop support mechanisms to assist them <br /> in their career progression, and provide partnerships between staff/managers and less experienced <br /> or newer employees. The pilot will be implemented in coordination with supervisor development <br /> activities and will focus on the recruitment of under-represented groups identified in the retention <br /> strategy survey of 2002. <br /> 17 <br /> <br />