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Strategic <br />Initiative <br />Department <br />Tactics <br />Initiation <br />Date <br />Completion <br />Date <br />Additional <br />Resources <br />Required <br />Additional Tools <br />Required <br />Responsible <br />Party <br />Key Outcome <br />Indicators /Metrics <br />Enhancing <br />organizational <br />structure <br />City Administration <br />Review organizational <br />structure for efficiency <br />and effectiveness <br />(reporting, grouping <br />like work groups, etc.) <br />2014 <br />2015 <br />.5 FTE <br />Administrative <br />Intern <br />Can <br />accomplish if <br />new staff is <br />hired <br />None <br />Kurt Ulrich /Colleen <br />Lasher <br />• Develop a three <br />year staffing <br />projection <br />• Established <br />highly- functioning <br />and sustainable <br />organizational <br />structure <br />City <br />Administration /Human <br />Resources <br />Reclassification of jobs <br />2013 <br />Ongoing <br />$16,968 — <br />2014, $28,863- <br />2015 <br />(General Fund) <br />None <br />Kurt Ulrich /Colleen <br />Lasher <br />• Retained <br />employees <br />Administrative <br />Services /Department <br />Heads <br />Update key human <br />resource tools- job <br />descriptions (basis for <br />employee performance <br />and pay strategy) and <br />development plans <br />Update and distribute <br />Personnel Policy; <br />ensure Personnel <br />Policy mirrors labor <br />agreements <br />7/2013 <br />2/2014 <br />Can <br />accomplish if <br />new staff is <br />hired <br />League of Minnesota <br />Cities template <br />Job <br />Description /development <br />plan templates <br />Colleen <br />Lasher /Department <br />Heads <br />• 100 percent <br />updated job <br />descriptions <br />• Updated <br />Personnel Policy <br />• Enhanced clarity <br />and transparency <br />among staff <br />Administrative <br />Services /Department <br />Heads <br />Develop a cross- <br />training, succession <br />planning, 3 Deep <br />strategy <br />2014 <br />2014 <br />Can <br />accomplish if <br />new staff is <br />hired <br />TBD <br />Colleen <br />Lasher /Department <br />Heads <br />• A plan to <br />increase bench <br />strength <br />Administrative <br />Services /Department <br />Heads <br />Develop and <br />implement a supervisor <br />training program <br />2014 <br />2014 <br />$5,000 <br />Training <br />(General Fund) <br />None <br />Colleen <br />Lasher /Department <br />Heads <br />• 100% trained <br />supervisors <br />Administrative <br />Services /Department <br />Heads <br />Evaluate performance <br />management HRIS <br />systems <br />12/2013 <br />2/2014 <br />Can <br />accomplish if <br />new staff is <br />hired <br />Manager & Supervisor <br />Training <br />Colleen <br />Lasher /Department <br />Heads <br />• Adopted up -to- <br />date HR security <br />and tracking <br />Appendix E <br />Scenario: A New Day (Working Document) <br />Strategic Imperative IV: An Effective Organization (Continued) <br />Maintain a highly functional staff, citizen volunteers, and elected officials and governance structure that meet the increasingly ever - changing needs <br />of the organization. <br />Three - Year Strategic Action Plan <br />A N EW . SEGIhINING. -. <br />Page 9 of 13 <br />