Organizational Health and Infrastructure: to ensure a healthy and well-structured organization, and collaborative, harmonious teams
Goal 2. We will ensure that CES is a supportive, flexible, inclusive, and sustainable organization. To do this, we will
- Objective 2.1 Recruit, develop, and retain a diverse, talented workforce by ensuring a culture of equity and inclusion. We will do this by:
- changing policies and practices to provide greater pay for staff along with parity in benefits, lateral salary levels, and by providing greater flexibility in work conditions.
- developing and implementing a shared SJE literacy that is part of our expected staff onboarding and continual professional development requirements.
- confronting white supremacy work culture and rushed decision-making by nurturing a culture of self-care, joy and accountability.
- Objective 2.2 Develop a plan for growth that is values-aligned and informed by healthy risk-taking rather than a scarcity mindset so that we will strengthen organizational infrastructure and administrative support for all programs and services through robust financial capacity, effective operational systems, and relevant technology.
- Objective 2.3 Cultivate a culture of service across the organization by expanding and deepening relationships with communities, organizations, private and public funders, and appointed and elected officials to grow collaborative projects, and diversify and increase funding sources to ensure that our values and strategic commitments are appropriately aligned with our work.
- Objective 2.4 Invest in changes to our built environments to enhance formal and informal opportunities for collaboration, and to increase flexibility to provide for mixed uses.
What success looks like for Goal 2:
CES annually finds that it has the financial resources necessary to support its high priority goals; staff experience a high degree of harmony between their personal and professional lives, have the structure and support required to fulfill their professional ambitions, and earn a comfortable living wage.
Units of measurement:
difference between budget and estimated cost of pursuing goals; staff perceptions of their work with CES, staff salaries in comparison with cost of living.
How to conduct measurement: run a cross-comparison of CES budget against estimated cost of work on high priority goals; staff self-reports about job satisfaction through annual surveys or focus groups; CESs ability to provide salary increases or COLAs.
Evidence we are on track:
staff report increased opportunities for collaboration and find it easier to navigate processes to undertake collaborative efforts.