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Preparation Preparation is key to building a viable system. In particular, a broad range of employee input must be tapped to customize the model to reflect the individual, supervisory, and team best practices that will be a foundation for the new system. Principal Tasks: · Assess operational and interpersonal performance functions; define issues. Conduct limited interviews with leadership team, union representatives, and key employees. · Review relevant Department documents, e.g., strategic, operational, and training plans, personnel appraisal and code of conduct. · Determine employee participation strategy. · Draft and publish a series of communications, e.g., memorandums, newsletters, throughout project period for the purpose of introducing the project to employees and keeping them aware of relevant information that will help build understanding and support for the new system. · Designate Department personnel who will work with the project consultant to be developed as internal subject experts, and who may assume oversight responsibility for the administrative and technical maintenance of the program. Note: ideal qualities - strong subject interest, ability to lead, persistent, and persuasive. · Provide an orientation for key personnel, union leaders, and employee groups. · Optional: Designate project committee. Note: members should represent diverse attitudes and interests of department employees. · Conduct focus group(s) to determine an initial set of best practices that will serve as a foundation for the systems' behavioral and performance standards. Then pilot assessment instrument, system tools, and processes in select work group(s); designated subject expert(s) may participate in these activities. The leadership team and one or two field groups will participate in focus and pilot groups. This will enable the leadership team to rapidly incorporate elements of the WPB tools and processes into their personal styles and organizational practices. The field group(s) will serve as an ongoing test model throughout the various stages. Field Group Selection Criteria: respected company officer and crew receptive to participating in innovative program. · Review and customize assessment instrument and guidelines; determine reporting requirements; present to project committee or Department representatives. · Explore the potential for integrating and/or linking the performance model with other organizational systems, e.g., appraisal, promotional, professional/officer development, and training. · Finalize implementation strategy, plan, and training materials. 1 T' T ..