Keys to Becoming an Employer of Choice

Contact: Communications@TheNationalCouncil.org
202.684.7457
www. TheNationalCouncil .org
Being an Employer of Choice
Community Counseling Centers of Chicago (C4)
Eileen Durkin, President & CEO
Cheryl Croll, VP Human Resources
National Council Webinar
March 26, 2014
1

202.684.7457
Community Counseling Centers of Chicago (C4)
2

202.684.7457
Awards!
• 2012 and 2013
• Chicago’s 101 Best & Brightest Companies to Work For
• National Best & Brightest
• Top Workplaces
• Excellence Awards
• Community Leadership Award from the Chicago Health
Executives Forum (CHEF)
• 2 Consumer Satisfaction Awards in 2012 from the Mental
Health Corporation of America.
• 2014 National Council Awards of Excellence
• Mental Health First Aid Community Impact Award
3

202.684.7457
Who Are We?
• Mental Health and Substance Use Disorder
service provider serving
• children, adolescents, families
• adults with mental illness
• Joint Commission Accredited
• Incorporated in 1972
• 330 employees
4

202.684.7457
Who Do We Serve?
5
34%
1%
5%
3%
19%
1%
37%
Adult
African-American
American Indian
Asian
South American
Hispanic
Other
White

202.684.7457
Who Do We Serve?
6
46%
1%2%2%
36%
2%
11%
Child & Adolescent
African-American
American Indian
Asian
South American
Hispanic
Other
White

202.684.7457
7
C4 Clients &
Sites

202.684.7457
Brief Statistics
• Services provided in all 77 Chicago
neighborhoods and surrounding suburbs
• Partner with and co-locate in Chicago Public
Schools, hospitals, charter & private schools,
FQHCs, social service agencies, among other
delivery sites
• Youngest consumer is 3 years old; oldest
consumer is 92 years old
8

202.684.7457
Breadth of Services
• Crisis Services
• Psychiatric Services
• Individual and Group Therapy
• Parenting Education
• Integrated Healthcare
• Vocational Training
• Community Support Services
• Substance Use Treatment
• Mental Health First Aid
9

202.684.7457
C4 is a great place to work!
10
“This is my passion, my purpose in life.”
-Antionetta Harris, C4 Recovery Point Counselor

202.684.7457
Types of Organizations
• Individualistic
• Individual contributor
• High productivity
• Product driven
• Relational
• Collaborative
• Process driven
• Collectivistic
• Cause focused
11

202.684.7457
Examples
Individualistic
Technology driven companies: Apple, GE, Samsung,
etc.
Relational
Health and human services organizations
Collectivistic
Faith based organizations
12

202.684.7457
Top Factors Affecting Employee Job
Satisfaction
13

202.684.7457
Relationships
14

202.684.7457
15

202.684.7457
The Trust Model
16
"A great place to work is
one in which you trust
the people you work
for, have pride in what
you do, and enjoy the
people you work with.”
Robert Levering, Co-
Founder, Great Place to Work®

202.684.7457
Leading through relationship levers
17

202.684.7457
“Centers of Human Relatedness”
Employment Relationship
18
Source: Shelley Brickson, PhD
University of Illinois at Chicago

202.684.7457
External relationships
19

202.684.7457
Interpersonal Relationships
20

202.684.7457
Expanding circles of influence
21

202.684.7457
“Employee happiness is positively and
significantly affected by trust and
identification with one's co-workers. Further,
the greater the level of purpose one attributes
to his or her work correlates to a greater
commitment to the organization. The same is
true for the level of trust the employer has
cultivated among its employees. Productive
employees are a result of a winning
combination of trust and support.”
22
New Harvard Study Reveals Factors That Impact Employee Well
Being, Commitment and Productivity: Expert Shares Keys to Building Successful
Workplace Relationships
Nancy Ectoff, PhD, and Courtney Anderson, JD, MBA

202.684.7457
Why Use External Surveys?
23

202.684.7457
Why Use External Surveys
• Anonymity and confidentiality
• Evaluation by external
independent research firms
• Performance benchmarks
24

202.684.7457
C4 Survey Participation
• The Top Workplaces award features the Top 100
Companies in the Chicago region
• The Chicago’s101 Best and Brightest identifies and
honors organizations that display a commitment to
excellence in their human resource practices and
employee enrichment
• National 101 Best and Brightest nominees are
scored and benchmarked against every state in the
United States
25

202.684.7457
Survey Measures
•Compensation and Benefits
•Engagement and Retention
•Employee Education and Development
•Recruitment, Selection and Orientation
•Employee Achievement and Recognition
•Communication and Shared Vision
•Diversity and Inclusion
•Work-Life Balance
•Community Initiatives
•Strategic Company Performance
26

202.684.7457
Snapshots from C4’s Survey Results
Execution
•“Senior managers understand what is really
happening”
•“I feel well-informed about important decisions
concerning C4”
•“At C4, we do things efficiently and well”
•“New ideas are encouraged”
27

202.684.7457
C4 Workplace
3 3.5 4 4.5 5 5.5
At Community Counseling Centers Of
Chicago, we do things efficiently
and well
I feel well-informed about important
decisions at Community Counseling
Centers Of Chicago
Senior managers understand what is
really happening at Community
Counseling Centers Of Chicago
Community Counseling Centers Of Chicago, Less than $30,000 only
Benchmark: Non-profit: Human and Social Services - 2013, Less than $30,000 only
Workplace
Average Scores of Top Statements - June 2013
+48%
+52%
+57%
(Neutral) (Slightly Agree) (Agree)
28

202.684.7457
C4 Workplace (continues)
29
2013 Results

202.684.7457
Leadership
30

202.684.7457
31

202.684.7457
Survey Comments
• “There is strong commitment to providing quality
services that meet the needs of our consumers.
I feel that the agency as a whole is working
towards improving the services we provide. I am
not micromanaged in my position.”
• “I can help the community and appreciate the
flexibility in my hours. People respect each
other.”
32

202.684.7457
• “I like how the agency strives to improve
over time, and that there are efforts to get
feedback from staff on how to change
things. I like how well staff get along and
support each other.”
• “I feel appreciated and valued here. I get
to do what I love everyday with people I
like and respect.”
33

202.684.7457
We’re Not All Perfect
Focus Groups and Survey Responses:
• Technology barriers
• “I wish we had more technology to use in the field to
make our jobs easier.”
• Cohesiveness across organization sites
• Program expansion
• Car maintenance discounts
• “Discounts on oil changes and tires would be helpful.”
• Parking
• “Finding parking is a problem”
34

202.684.7457
Secrets, Tricks??
35

202.684.7457
36
Tenure

202.684.7457
37

202.684.7457
C4’s “secrets” and why we are so special…
• We have a culture of respect
• There is integrity in our service
• We have shared values
• Staff genuinely care about clients and about our
mission
• Honest and open communication is encouraged
38

202.684.7457
Growth
39

202.684.7457
40

202.684.7457
• Are adaptable to fast changing environment
• Recognize and value staff
• Listen to employees
• Support an environment of continuous
improvement
• Promote growth and development
opportunities
What We Do Well
41

202.684.7457
What We Do Well
• Offer work-life balance
• Flexible schedules
• Compressed work week
• Telecommuting
• Technology tools
• Promote diversity and inclusion
• Focus on benefits and incentive pay
• Offer abundant training
42

202.684.7457
Culture
43

202.684.7457
44

202.684.7457
Developing the Culture
• Provide opportunities for staff to be heard
• Focus Groups with line staff involved in subcommittee
groups
• Think Tank & Ethics Point
• Engage end-users in technology decisions & working
committees
• Surveys
• Staff (and Client) Satisfaction
• Administrative Department Surveys
• Supervisory Feedback Surveys
45

202.684.7457
Developing the Culture
• Health and Wellness Program
• Environment of consultation, support, & collaboration
• Training (internal & external opportunities with CEUs)
• Development and growth opportunities
• Small thank you’s
• Birthday cards to each employee
• Anniversary cards to each employee
• Everyone’s birthday is celebrated!
46

202.684.7457
Employee Health & Wellness
47

202.684.7457
Communication is Key
Open Communication
•Quarterly Meetings (CEO presents updates in-person at
every location)
•Annual Staff Meeting (off-site)
•Committee work for input from all levels
•Internal newsletters
•Department meetings
•Clinical supervision
•Senior leaders’ “open door” policy
48

202.684.7457
Every Organization Can Be a Winner
• Build a culture that’s respectful and fair
• Model behavior from the top down
• Support open communication
• Encourage innovation and support staff in a fast-
changing environment
• Adapt quickly to new opportunities with Health Care
Reform, building staff competencies to meet demands
• Adopt processes for continuous improvement
49

202.684.7457
Questions?
50

Keys to Becoming an Employer of Choice

Recommended

Recommended

More Related Content

What's hot

What's hot (19)

Viewers also liked

Viewers also liked (13)

Similar to Keys to Becoming an Employer of Choice

Similar to Keys to Becoming an Employer of Choice (20)

More from DATIS

More from DATIS (20)

Recently uploaded

Recently uploaded (20)

Keys to Becoming an Employer of Choice

Editor's Notes