This means strategies have:
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A clear vision and purpose for transformation and a strategic direction that staff understands and collectively and individually see.
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A commitment to fairness, equity, inclusion, accessibility, transparency and diversity.
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An effective organization and implementation infrastructure driven by inter- and cross-program collaboration that facilitates shared decision-making and respect.
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A culture of spiritual, social, psychological and physical safety across the workforce that values and enhances well-being.
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A strong anti-racist approach committed to ending structural racism.
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Approaches that actively work to dismantle systems of oppression and institutional barriers that have prevented women of color and LGBTQIA+ people of color from living their lives with dignity, autonomy and equality.
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A recognition of the importance of struggle and the challenges to transform the system into a fair and just one.
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High, clear expectations and accountability for all staff, managers and leadership that ensure staff have the direction, guidance and support needed for the challenging work they do every day.
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Management structure that values staff input and feedback and ensures meaningful participation, engagement and inclusion, including many chances to share ideas and develop professionally.
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A partnership-focused relationship between management and labor working toward common goals and outcomes.
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Recruitment and hiring, workforce development, retention and succession-planning practices that attract, reward and promote high performing staff and represent the communities we serve with clear opportunities for career advancement.
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An exceptional workforce developed and supported at all levels that is diverse, talented, dedicated, motivated, skilled, resilient and adaptable to change, and includes those with lived experiences to competently, confidently and compassionately apply what they are learning to their day-to-day work.
Strategic projects and initiatives
ODHS Child Welfare has several initiatives and improvement projects underway or in a planning phase. These projects and initiatives align with this guiding principle to create a road map for transformation.
Desired outcomes
By following this principle, we expect to achieve outcomes that include:
- Strong, consistent leadership with an effective organizational infrastructure.
- A clear and transparent implementation process of the agency’s transformation.
- Increased teamwork in field offices with a team-oriented environment.
- Improved field and central office connection and clarity of roles and responsibilities.
- An effective, adaptive and responsive learning environment.
- Improved training and coaching at all levels.
- Fewer vacancies.
- Higher retention rates and longer tenures.
- Increased promotions from within.
- Reduced caseloads.
- Higher morale.
- Increased internal communications that improve engagement and morale through all levels of the organization.
- Staff are as respected and empowered as the experts in child safety and support that they are.