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It is intended to help the organization and the new Administrator get to know each other through <br /> expressed values, expectations, styles of communication, etc. It also identifies immediate priorities, <br /> special situations, and expected approaches to issues. <br /> What's involved? <br /> We provide a survey for the Council and department heads. Everyone is asked to complete the survey <br /> online. I prepare a report and we sit down together to review the findings. The report acts as a guide for <br /> discussions on the various issues and practices that come up. <br /> How long does the meeting take? <br /> I do two meetings per new employee. One with Mike and the Council,and another with Mike and the staff. <br /> Each take between 60-90 Minutes, depending on the depth of discussion. <br /> When should we hold these? <br /> The first week or two would be nice. I ask that you find a time when the Council can meet together for <br /> about 90 minutes. Staff should arrange separately for the same day. <br /> Goal of Onboarding: The purpose of Onboarding is to prepare the new administrator/chief succeed and <br /> contribute as quickly as possible. <br /> I have attached an onboarding 'sample'from "Any Hills,MN' <br /> Key Outcomes of Onboarding <br /> • 1. Establish priorities <br /> • 2. Review cultural nuances <br /> • 3. Set up strategic plan process <br /> • 4. Determine team capabilities <br /> • S. Identify key strategic relationships <br /> • 6. Identify best elected relationship&governance <br /> • 7. Clarifying performance expectations <br /> • 8. Determining organizations' readiness for change <br /> • 9. Identifying risk factors <br /> • Process: <br /> • • Schedule Onboarding session <br /> • • Consultant sends out online questionnaire for staff and council <br /> o • Prepare report brief on organization <br /> • • Richard Fursman will facilitate sessions to discuss report and items 1-9 above <br /> 2 <br />