Products Drafted |
Description |
Status |
Subcommittee |
Reviewed? |
Guidebook to Essential Functions,
Policies and Standard Operating
Procedures |
A guidebook for office directors that defines essential functions, policies and SOPs; includes a tool to help directors identify essential functions; and includes sample policies and SOPs and a template for developing office-specific policies/SOPs |
DRAFT |
Human Resources
Strategy |
By Leadership Team 10/2013 |
BPH Succession and Retention Plan |
Outline of a comprehensive workforce plan for the Bureau. Proposed sections include: background/rationale, recruitment, workforce development, employee engagement, knowledge transfer/succession, HR program development and evaluation. |
DRAFT |
Human Resources Strategy |
By Leadership Team 10/2013 |
Employee Retirement Checklist |
Includes a timeline and activities to accomplish during each time period (i.e. 9 months out, 6 months out) prior to retirement. |
FINAL |
Succession Planning |
By Leadership Team 10/2013 |
Supervisor’s Checklist for Employee Resignation, Retirement or Termination |
Includes employee name, position, type of resignation and activities to be completed prior to employee exit. |
FINAL |
Succession Planning |
By Leadership Team 10/2013 |
Acknowledgement of Resignation and/or Intent to Retire Letter |
Template letter for supervisors to acknowledge receipt of an employee’s intent to retire/resign. |
FINAL |
Succession Planning |
By Leadership Team 10/2013 |
Options for Leadership Visibility |
Describes activities that BPH Leadership could undertake to increase their visibility to BPH employees, stakeholders and the general public. |
FINAL |
Retention and Employee Engagement |
By Leadership Team 10/2013 |
Options for Employee Engagement |
Describes activities that BPH could initiate to support employee engagement. |
FINAL |
Retention and Employee Engagement |
By Leadership Team 10/2013 |
Employee Development Forum Presentation and Handouts |
Includes a presentation on our workgroup activities; a puzzle activity with different pieces representing the succession ladder; a handout for employees on what they can do/how they can get engaged in workforce development efforts; and an activity to solicit employee feedback on how the BPH onboarding program should be developed, how to reduce employee stress and how to improve employee recognition |
FINAL |
Not Applicable - entire workgroup effort |
Presented to BPH Employees 6/10 and 6/11/2014 |