February 1, 2017 Staff Meeting

Post date: Feb 1, 2017 9:45:00 PM

Bruce announcements:

• Discussion of the MVP, takeaways (removing bias, upholding standards, feeling comfortable in workplace, exposing areas of weakness)

• Making time and energy to right the culture. say something: to Bruce, to Michelle, to Lila, to any of the Directors, to Tamsin Kaplan.

• We are "all in" to make this place better for everyone! 

• "There needs to be equity in the water"- Bruce

Ted:

Matt Rostron update:  Matt is staying on, but working remotely from the UK as he manages some things from home. Stoller and other local things will be allocated to staff, but bigger ideas of growth and middle school expansion  will still be under his direction. Best way to reach him is via Skype, MattRostron, is his contact name in Skype.  He will be back at CRI throughout the coming weeks and will be a big part of the YETI (Youth Erg Championships at the Reggie Lewis Center on April 7).

ADP Rollout

• 4 axis of compass from July staff meeting: Job, HR, CRI, Payroll, all are  interconnected, and we are bringing these pieces together in incremental steps - 1% improvements over time, making it better to work at CRI. Payroll was most immediate way to get change rolling. 

• ADP: is payroll but the intention is that also will get us more connected to CRI, our mission, values, culture as well as pay rate and your supervisor. 

• There are now 14 people who are "supervisors" -  a new conduit for communication is real role. Helping to get communication across all lines of our operations and management. 

• Next step: COMMUNICATION, policies, procedures, who to talk to about any questions or concerns... now when you don't know who to talk to, you can speak with ANYONE at CRI to help you. Concept of "call in" from MVP training is important in how we communicate.  

• How people log time is still stable, people are in program="contact time", prep time= "program time", ask supervisors if you have questions about time approval.  

• Supervisors will be contacted by Ted, Tara and Directors in the next few days to get more training.

• Overtime: 2 types:

  • Time that someone logs, going beyond what is allotted for program. overtime of specific programs vitally important to note.  We are working on creating universal policy for people to get approval for additional time, but in the short time, additional OT for daily programming can't be unique to a particular coach.  Not fair to other staff.  

  • 2nd type of overtime= do not exceed 40 hours a week. period.  We do not approve of time for staff to work overtime.   

• Logging hours accurately- very important... hopefully first round of payroll goes well. Be accurate, and timely, 

• Supervisors are recommended to approve hours on Friday, can help overall management

• If anyone has an issue with time management, it should be worked out with supervisors to align with mission, and ensure treatment among staff is uniform, not varied because of preference. Following universal standard so that fairness and validation of time are real to all employees. 

• Handbook ETA... essentially ASAP. Set back because of ADP, so gears will move in the near future. Not likely to be next week, but handbook is high priority for all upper management/board

REMINDER:

Friday the 3rd Go Red for American Heart. Wear Red!!!

GGG: This Saturday! Still tickets available.

What Works is next weekend!!! Be aware of use of space from Friday, 10th-Saturday 11th

On boarding- next session is first week of April, contact CB if questions.