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Attachment 2 <br />Increase support for staff liaisons by standardizing commissioner onboarding <br />and better aligning scope of work with council priorities so that commissions <br />can effectively advise council. <br />Identify common barriers to participation and create strategies to remove them <br />for increased representation in commissions from residents of all backgrounds. <br />Success indicators <br />o Residents are aware of and understand the opportunities for <br />participation on city commissions. <br />o There is growth in commission appointments from underrepresented <br />groups <br />o Commissioners understand their role and feel that they have an impact <br />in city decision-making processes. <br />o Commissioners are well-informed on issues related to their commission <br />scope. <br />************************************************************************************* <br />City operations: <br />Goal#1:Technology,resources,andprocessesareusedtoimproveoperations: <br />Provide staff ongoing training on current technology and review high-priority <br />processes and technology to identify opportunities for improved efficiency, cross- <br />departmental use, and replacement needs. <br />Success indicators <br />o City services demonstrate alignment with strategic priorities and adapt as <br />priorities evolve. <br />o Residents report satisfaction with the quality and responsiveness of City <br />services. <br />o Workforce and public officials report increased efficiency and capacity to <br />deliver high-qualityservices. <br />Goal#2:Thecityattractsandretainsadiverseandinnovativegroupofemployeeswho <br />supportthemission,vision,andvaluesofthestrategicplan: <br />Implement a citywide learning framework that defines core competencies for all <br />positions and development pipelines for employees. <br />Qbhf!53!pg!367 <br /> <br />