Business Transformation Project December 18, 2015 Rachel Mercer, Project Director

2 Washington State Department of Labor & Industries

3 First Step Objective Engage L&I’s people to transform our business processes, culture and technology so that we can successfully achieve our mission and meet customer expectations. Goals for First Phase The agency understands its 10 year vision The agency has a plan to achieve the vision The agency can quantify the costs and benefits of achieving the vision Staff are aware of the project and why it is necessary for our success

4 Washington State Department of Labor & Industries Timeline for First Step Get Organized Established steering committee Get aligned on guiding principles Select vendor Establish vision and strategy Develop enterprise roadmap L&I executes roadmap

5 Washington State Department of Labor & Industries  Organizational Purpose –We will use the agency priorities to guide our decision-making  Enterprise Approach –The scope of the project is enterprise-wide and decision-making, planning, improvements, and measurement of results will reflect this enterprise approach  Challenge Constraints –We recognize that the organization has inherent constraints (statutory, culture, technology, process, resources, etc.) that may limit the success of the project, and it is the work of this team to identify these constraints and challenge them  Inclusive –The people doing the work will be included in developing the future processes and designing the technology solutions  Business Value Focused –We will focus on business vision and business processes, therefore, technology decisions will be made to support the vision and processes –Business Transformation initiatives will be evaluated and prioritized based on the business case developed in the Assessment phase  Flexible –Our approach must allow for change and adaptation over time by dividing the work into discrete, effective, fundable pieces of work and by measuring the results of each piece of work and adapting quickly where necessary  Customer-centric –We will make process and design decisions aimed at improving the external customers’ experience as we recognize this will also have a positive impact on the employee experience  Change Champions –Change is uncomfortable and we will only be successful if we develop change champions along the way. We will be open and transparent in our communications in order to ensure the benefits of change are understood and to develop change champions inside and outside the agency who can focus the agency on the future benefits  Committed –The Agency leaders are committed to the transformation, as demonstrated by a focus on understanding and actively managing resource needs and expectations.  Statutory Boundaries –We are working within the current legal statutory framework and are not actively trying to change that framework, however, we will identify and evaluate opportunities if our progress, or chances of meeting our long term goals, are limited by the statutory framework  Organizational Capacity –We will plan and implement the transformation at a pace that is aggressive, while proactively recognizing and addressing, organizational limitations Guiding Principles – How we will work

6 Washington State Department of Labor & Industries Questions