How do I work to get feedback from those around me?
Most of the time, those around you are constantly providing you with usable feedback. When a customer smiles at you and looks relieved it’s a safe bet that the methodology you used to serve them was effective. There are many non-verbal cues that you can pick up on, but the surest way to really receive quality feedback is simply to ask. If you make your desire to improve known to those around you, people will usually respond well.
Where should I look for good feedback?
Most people are aware of the structured feedback that they are supposed to receive from their supervisors, but there is also an endless wealth of valuable feedback to be gained from everyone with whom you come into contact. Peers can help provide you with honest advice on best practices in your work, subordinate feedback may aide in fine-tuning your management style and customer responses could assist with innovating better departmental processes. Remember, while most people don’t like to feel criticized, you can turn the circumstances of receiving feedback into a great learning experience just by approaching it with a positive, growth-oriented attitude. If you work towards being open and appreciative of constructive feedback you can accelerate your personal and professional growth at a tremendous rate.
How do I set a goal?
While there are a number of useful approaches, most effective goal-setting practice focuses on beginning with the end in mind. Simply put, this means to figure out where you want to go and then chart a course that will best get you there. For example, if your ultimate career goal is to become a Department Head in Yolo County, figuring out the pathway to get there (education, experience, volunteer work etc.) will provide you with a good set of natural goals to pursue.
In what areas of my life should I set goals?
You can set goals in every area of your life. Professional goals can center on your work life and career aspirations while personal goals serve to help you achieve desired heights outside of the office.
What are goals?
Goals are simply milestones that mark the achievement of any larger objective. Goals should generally follow the guidance of the S.M.A.R.T. acronym (Specific, Measurable, Attainable, Results-oriented, Time-defined). An example of a S.M.A.R.T. goal could be the following; “By December 31st, 2017 I want to finish the final 5 classes in my Bachelor’s Degree program, which will result in the completion of my degree.”
Do I need to wait until the end of my career to mentor/coach others?
No! Every stage of your life and career you are learning valuable lessons and information that you can pass along to others. Showing a new employee around the office is a form of mentoring. You have valuable experiences that everyone can benefit from. Don’t be afraid to show them!
What should the mentor/mentee relationship look like?
Mentor/Mentee relationships can take a wide array of forms. While the traditional relationship encompasses regular, structured meetings, mentoring can be equally effective in smaller, more flexible doses. Treating an admired colleague to coffee and listening to their thoughts on approaching work can be a tremendously positive mentoring experience. Learning from everyone around you can provide incredible growth opportunities.
How do I find a mentor/coach?
One of the best ways to find a mentor or coach is to identify a person that you admire, and is accessible, and simply ask them to help. Finding a good mentor or coach may seem like an impossible task, but most people are delighted to use their experience and knowledge to help you in your journey.
What are the advantages of having a mentor/coach?
Good mentors and coaches can provide countless benefits to your life and career. Mentors can help identify areas of interest, strength and weakness. Mentors can provide you guidance on everything from daily routine management to career guidance and everything in between.
When do I need a mentor or coach?
Anyone can benefit greatly from working with a mentor or coach at any stage of their lives or career. Don’t feel like you need to wait until you are overwhelmed or in trouble to get help.
How Do I Submit A Photo?
Who Are The Latest Winners!?
CONGRATULATIONS Safety Incentive Winners for FY 16-17 2nd Quarter
Christine Codde, Financial Services
Adam Hoffman, Public Works
Heather Lanctot, Archives
Joshua Thompson, Public Works
Gail Stovall, Central Library
Mary Hutchins, East Yolo Library
Deborah Sulejmani, Financial Services
Melissa Patterson, Financial Services
Margie Berman, Integrated Waste Management
Who Is The Point Of Contact For The Safety Incentive Program?
Point of contact for this program is Gary Engel, Health and Safety Officer.
You may also contact your Safety Committee member for more information, or to submit records of participation in qualified safety events.
What Kinds Of Awards Are There?
There a 3 kinds of Safety Incentive awards.
Quarterly Individual Awards
Semi-Annual (6-month) Departmental Awards
Annual Departmental Recognition Awards
How Do I Qualify For An Award?
To qualify for awards, employees must participate in qualifying events primarily centered on individual training participation or exercise programs. As this program develops, additional safety events will be added and safety performance goals may be added.
3 events per individual are needed to qualify per quarter!
Qualifying events for inclusion in the Safety Incentive Program include:
Designated health and wellness events and safety trainings sponsored by Yolo County or YCPARMIA;
Safety videos from YCPARMIA1, shown for general use by departments;
Online safety-related computer based training from Yolo Training Academy (YTA);
Online videos1 and training from sanctioned websites – identified online at YTA/Online Training Offerings;
Inter-department health and safety initiatives, approved by the Health and Safety Officer
Participate in walking groups – walking on breaks (lunch) for a cumulative 2.5 miles per week counts for 1 event.
Walking groups should include at least two members.
Track walking time and count 1 mile for each 15 minutes of walking (4 mph). Groups should walk for a total of 45 minutes per week to qualify for 1 event.
Join wellness organizations or participate in wellness events – Joining a gym or Weight Watchers counts as a single event. Keep going! Your participation won’t count towards the incentive program, but that’s not why your joined to begin with!
Participating in the Fit Bit program or getting a health screening, counts as a single event.
1 Videos can be checked out from YCPARMIA, a risk management organization, located in Woodland.
Videos are also available online at HR’s Online Training Offerings web page. There is a short quiz after each online video.
You may contact the Safety Officer, at email@example.com or call (530) 666-8044 with suggestions for qualifying events or to discuss your specific qualifying events.
When Do I Apply For Entry Into The Contest?
Participation entry is during the first week of the month following a fiscal quarter (e.g. October, January, April, July).
Individuals and Safety Members are responsible for timely submission of their event tracking in order to be included!
How Is Participation Tracked?
Tracking participation is the responsibility of department personnel.
For individual incentives, the participant may submit their own records. Be sure to include/cc your safety committee member, so your activities are included in the department-wide online entry.
It is the individual's responsibility to track their participation in events (Notification is automatically sent to the Safety Officer upon completion of certain online trainings. These will be forwarded to the individual who took the training). The individual should maintain a record for the next quarterly award qualification and for submission to their safety committee member. Make sure records are available upon request by the safety committee member or Safety Officer.
For departmental incentives, records of participation should be e-mailed to the Safety Officer at the end of each quarter by the department safety committee member.
What Are The Incentives And How Are They Awarded?
Incentives will be awarded to individuals quarterly and departments semi-annually based on various criteria. Individual and department incentives are based on participation by regular employees, who participate in qualifying events.
Quarterly Individual Incentive Individual awards will be given quarterly to randomly-selected regular employees that have participated in at least 3 qualified health, wellness, and safety events during that quarter. Ten qualified employees will be randomly-selected to receive $100 awards and one qualified employee will be selected to receive a grand prize of $250. The County safety officer will purchase individual awards.
Semi-Annual Department Incentive
Qualifying for Departmental Incentive rewards will be based on the percentage of participation by regular employees in health, wellness, and safety events. Each qualified employee will have to attend at least 6 qualified events in the bi-annual (6-month) period.
Annual Department Recognition Award Award is non-monetary and includes items to be purchased for the department such as common-use appliances or a "pizza party."
Annual Department Recognition Award
Departments will be recognized for ongoing participation and commitment by employees in workplace health, wellness, & safety related activities. The entire department will be considered when deciding this award, not only subsets created for semi-annual awards. Award will be non-monetary.
Qualification for Annual Department Recognition Award:
Qualify for a department incentive in both semi-annual periods
The department's Health and Safety Representative, or designee, has attended at least 4 of 6 safety committee meetings for the fiscal year
Health and Safety statistics – (specific goals will be added as data analysis continues)
Once approved and notified by the County Safety Officer, departments will use County credit cards to purchase departmental reward items, e.g. common-use appliances, pizzas, soda, paper plates, etc., and code the purchases under "recognition.” The Safety Officer will then reimburse departments up to the maximum amount.
Are All Departments Included In The Departmental Safety Incentive Program?
For convenience of organizing and tracking for the bi-annual departmental award, some departments are separated or combined based on geographic location or size.
PPW-WM and ROADS/Fleet will track participation separately from PPW (Woodland).
The Health Department and DESS in the West Sacramento campus will combine for tracking purposes, but not ADMH. ADMH will participate in conjunction with the Woodland ADHM office.
LAFCO, the Board of Supervisors, and the CAO's office will combine to qualify for bi-annual departmental awards.
How Long Has The Safety Incentive Program Been Ongoing?
Implementation of this incentive program began on July 1, 2013.
In addition to trainings and webinars, what else can I do to improve my leadership skills?
Another resource is the County’s newly developed mentorship program. Whether you are interested in serving as a mentor or mentee, the program is an excellent opportunity to further your leadership skills.
There are also many self-assessment tools you can use. For example, the Harvard Business Review assessment (https://hbr.org/2015/06/assessment-whats-your-leadership-style) assesses your leadership style. Knowing your leadership style can help you identify potential strengths, weaknesses, and blind spots, ultimately helping you become a more effective leader.
Yolo County Human Resources Department is actively seeking new leadership tools, so check the Training Academy page frequently for updates!
What kinds of leadership development opportunities are available to me?
Yolo County offers an array of trainings and webinars aimed at leadership development. Check the Yolo Training Academy page for courses such as the “Facilitation: Meeting Skill and Leadership Platform” taught by Jesse Salinas.
What is the definition of leadership within the context of local government?
The International City/County Management Association (ICMA) defines leadership as, "getting others to do willingly and do well what needs to be done by developing, articulating, and embodying a set of shared values, a shared sense of purpose, and a shared vision of the desired outcome." Leaders must serve as responsible stewards of public resources, while ensuring thriving residents, safe communities, a sustainable environment, flourishing agriculture, and operational excellence.
How often do I need to take mandatory training classes?
Depending on the course and your position, it will vary. For instance, Sexual Harassment training is required by the County every 2 to 5 years depending on your supervisory level, but your department may require it on a more frequent interval. Your supervisor will contact you if you are required to take additional training.
What if I am out on a leave of absence for an extended period of time and a mandatory training course is due?
You will not need to complete the course during your leave of absence, but when you return to work you will be required to fulfill your training requirements.
Are there other trainings in addition to the listed online courses that are required for my position?
You may have additional training required by your department that is not listed on the website. You should contact your supervisor to find out your department’s requirements.
Will I be notified when my mandatory training is due?
HR will send a notification to your supervisor who will notify you or you can contact HR to verify your training requirements.
How can I find out what mandatory training is required for my position?
Contact your supervisor or HR.
What does the YES Team acronym stand for?
Yolo Encourages Success – Talent, Engagement, Assistance, and Motivation
How is employee engagement measured?
One way to measure employee engagement is to ask you about your insights and feelings in order to understand your experiences on the job, at your workplace, with your supervisor, and with your County pay and benefits.
What is an engaged employee?
An engaged employee has a heightened connection to work, the organization, the mission, and coworkers. Engaged employees find personal meaning and pride in their work.
What qualifies someone to be a Difference Maker?
A Difference Maker is an employee of Yolo County that embodies the spirit of the County mission in their day to day work. This person goes above and beyond in their job and is an example for others to follow. Meeting this description may come in many different forms so we encourage Departments and peers to acknowledge anyone they feel qualifies for recognition.
Do you have examples of how I can recognized Difference Makers within my Department?
Write and submit a brief article describing Difference Maker people and teams around the County. Stories will be featured on the County's intranet, Inside Yolo, as well as the YES Difference Maker page. Want to submit an article? Click here to share and don’t forget to include a photo!
Are their deadlines for submission to the Difference Maker page?
No, there are no deadlines as we feature individuals throughout the year.
What do I need to include when submitting to the Difference Maker page?
Include in your submissions, a description on how this person or team has made a difference in their workplace, why you feel they deserve recognition, and contact information for you and the person you are nominating. A photo is recommended, but not required. Submitted photos do require completion of a waiver for posting on the public site. The Webmaster will seek this waiver.
How can I submit someone for recognition on the Difference Maker page?
Prepare a written description of the person and/or actions you would like to recognize. Describe how this person has made a difference. Snap a picture of the difference maker and email the picture and write-up to firstname.lastname@example.org.
Why "Employee Engagement" and not "Employee Satisfaction"?
How does better employee engagement improve county functions?
What factors contribute to employee engagement?
How does Yolo County plan to improve employee engagement?
Will Yolo County be hosting any voluntary or mandatory events to improve employee engagement?
What can I do to improve employee engagement in my department?
What is the YES Team?
The YES Team is a multi-disciplinary group of Yolo County employees who are focused on seeking best practices and developing programs, resources and opportunities to promote continuous learning and the development of the County workforce.
When was the YES Team first established?
The YES Team was first established in May 2014.
Why was the YES Team established?
The Yolo County leadership team, which includes representatives from the CAO’s office and the Department Heads and Assistant Department Heads from each department, discussed and acknowledged their commitment to employee engagement and the talent development of the Yolo County workforce. As a result, it was agreed that a Talent Development Initiative would commence including representatives from various departments. The Talent Development Initiative workgroup later renamed themselves the YES Team.
What are the main functions of the YES Team?
The functions of the YES Team will evolve as the needs of the workforce change. The team initially started by surveying employees to identify the current needs of the workforce. The survey results indicated a desire for improved communication about available resources and job opportunities, a mentoring and coaching program, improved processes and consistency around performance evaluations, and more training opportunities.
The YES Team in coordination with Human Resources and the County Administrator’s Office recently initiated an Employee Engagement survey. This survey will be used regularly to assess county wide and department employee engagement. Data from the survey will be used to focus future initiatives and improve outcomes.
What does the YES Team hope to accomplish?
The YES Team will develop and prioritize objectives that are in alignment with the 2016-2019 Yolo County Strategic Plan. The workgroup will begin with the following priorities in 2016:
Make recommendations to update and improve the employee performance evaluation forms and protocols.
Develop county approved mentoring program for use by individual departments.
Organize existing online training opportunities and career development resources with the goal of increasing awareness and accessibility.
Analyze training gaps and develop solutions with special emphasis on strengthening leadership competencies and promoting succession planning.
Survey county employees on employee engagement and talent development.
Create a discrete identity, or brand, for YES Team initiatives that is easily recognizable to employees.
How does the YES Team benefit the county?
It is widely agreed that a solid strategy for increasing employee engagement involves providing employees with opportunities and resources for career development and mobility within the larger organization. Positive career experiences encourage employees to develop the skills and competencies that the organization needs, giving employees a sense of progress and the experience necessary to fill more advanced and diverse positions within the organization.
Is the YES Team a permanent establishment?
The County is committed to engaging and developing its employees. It is envisioned this group will be long lasting, though membership will evolve.
Who can I contact for further questions about the YES Team?
HIPAA: Acronym that stands for the Health Insurance Portability and Accountability Act, a US law designed to provide privacy standards to protect patients' medical records and other health information provided to health plans, doctors, hospitals and other health care providers