Happy Fiscal New Year, Team Largo! With all the challenges this year has brought, together Team Largo provided superior services and made significant progress on our journey to high performance. What is the Playbook again? The Executive Leadership Team (ELT) collaborates to create shared goals that address what was most important to ensure progress toward building a High-Performance Organization (HPO). The playbook identifies City-wide project teams, made up of leaders at all levels, working together to accomplish major milestones.

PAST PLAYBOOK ACCOMPLISHMENTS

Leadership Philosophy  Meeting Facilitator Training  Meeting Rules of Engagement  Operating Parameters for Micro-businesses

Visual Values Reminders  HPO Job Descriptions Template  Employee Engagement Survey and Committee

HPO One-day Training Benefits Program  Admin Policies and Procedures  Team Member Guidelines  Flexible Workplace Parameters

2021 PLAYBOOK PROJECTS RECAP

Administration Policies & Procedures Updates Owners of Administrative policies were tasked with reviewing content to align with a modern and flexible workplace while also ensuring tools are available to help team members navigate organizational processes. Outdated policies were deleted and new policies were put in place to support Workday procedures. For example, Travel, Accounts Payable, and Personal Computer Vacation Cash-out Program policies were updated. To advance a more modern and flexible workplace, the Workplace Attire, Team Member of the Quarter, and Interview Expenses and Relocation Assistance policies were updated. Updating policies will be an ongoing quarterly effort.  Review Policies and Procedures

Team Member Benefits Program Update In response to previous Playbook Project work, this group reviewed recommendations for the non-represented team member benefits program while also considering impacts from Workday implementation. With limited resources, this group achieved outcomes that contribute to transparency, recruitment and retention, and a flexible and equitable workplace. Health insurance contributions by the City increased to support single healthcare at 95%. If health insurance is waived, there is now a flat amount cashed out for all team members. The City is also contributing more to non-represented team member retirement accounts. Thanks to the City's Veterans Committee, Veterans Day is now a City paid holiday for all team members. Now following Workday rollout, the team will continue to review the leave program and short-term disability programs with the input from previous projects.

Community Engagement Initiative with a Focus on the Diverse Community’s Needs The City’s existing Community Outreach Team, with representatives from various departments, volunteered to create a framework for a focused community engagement initiative to ensure City services meet the needs of our diverse community. The framework was developed to ensure participation from traditionally marginalized communities and evaluate the awareness and effectiveness of City services. The team inventoried and categorized city services based on intent and impact. Future surveys and focus groups will help evaluate city services and identify any additional community needs or barriers to participation. The group will continue now to implement the framework and provide standards for a more consistent city-wide approach to engagement.

Internal City DEI Statement A project team was created with leaders that are passionate and volunteered to help. After extensive research and team training, an internal diversity, equity, and inclusion (DEI) statement was drafted to confirm the City’s commitment to building an inclusive organization. The statement will help define workplace expectations through consistent messaging and alignment to support and inform future policies and procedures. The statement was reviewed by team members in every department and leadership. It will be used as a cornerstone of guiding principles to begin our journey toward DEI.

Learning Management System/ Training Program The goal of this Playbook Project was to establish a comprehensive training program for Largo Team Members. After exploring several ideas, including working with an independent contractor, the Steering Committee pressed pause. Over the past year, the City has undergone an immense amount of change through Microsoft and Workday. It was determined there was not sufficient capacity within the organization to take on a large project like this. This project will be re-evaluated for future success after a significant effort to evaluate the organization’s needs at all levels, and developing parameters for ongoing leadership and support.

This year's playbook project team members deserve a big thank you for going above and beyond and serving the organization and community outside of their role.

Will Payne, AD Matt DiFiore, AD Lorraine Boucher, HR Hannah Duff, Library Jessica Crawley, RPA Summer Mahr, FR Vu Tran, PD Paul Harkins, IT Travis Tuber, ES Diane Bruner, AD Aileen Carey, CE Chris Benigni, EN Isabella Nunez, CD Julia Gonser, LI Shannon Hurst, RPA Julianne Perez, CE

WHAT'S NEXT IN OUR JOURNEY?

The road to high performance is a journey. The City's Executive Leadership Team (ELT) will meet for a two-day retreat this fall to celebrate success, evaluate progress, and determine the next steps. New playbook projects will kick off soon. If you are interested in joining a team, talk with your Supervisor or Department Director.

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