1. Managing Talent – Maximizing Your Employee’s Potential 3 rd SACCO LEADERS’ FORUM Monique DunbarLorri Lochrie Communicating Arts Credit UnionCentral 1 Credit Union Detroit, Michigan USABritish Columbia, Canada

2. 2 Agenda Whose accountability is HR? Valuing the employee as a partner in the business HR management essentials Leadership

3. 3 Whose accountability is HR? The General Manager/Manager is responsible for the employees of the credit union Hiring Setting salaries Assessing employee performance The Board of Directors is responsible for all HR accountabilities for the General Manager Succession planning The Board is also is responsible for key HR accountabilities for itself Developing their skills to fulfill their duties Assessing their performance Working together successfully as a team

4. 4 Creating a ‘great place to work’ Involve employees in decision that impact them Give them an understanding of the “bigger picture” not just their task Provide an ability for employees to voice their ideas, listen to their views and value their contribution Fair treatment and equal opportunities Ensure management have the skills to lead their team The right staffing model

5. Creating a ‘great place to work’ (cont’d.) Be committed to employees well-being respect their balance between work and life Have a clear and transparent HR Policy Offer competitive remuneration package formalized salary scales benchmarked to market benefits package rewards and recognition programs Bonuses tied to performance Professional development opportunities Recognize the full cost of turnover – the cost to replace an employee, the impact on other employees, and the impact on members 5

6. 6 What does a ‘great place to work’ look like? THE EMPLOYEES ARE: proud and motivated understand the business inspired to make a difference for members and their communities through the work they do empowered and work collaboratively to ensure the credit union’s success IN TURN, the SACCO will provide employees with opportunities to learn, develop and grow in an innovative, respectful and fair work environment give employees the tools and resources they need to do their jobs be supportive leaders provide fair compensation, rewards and recognition

7. 7 Employees as equal partners – Affinity Credit Union values Member Service Excellence Employer of Choice We value and respect our employees and their contribution to our success. We reward employees for their creativity, teamwork and achieving objectives, and support their professional development. We respect our employees’ need to balance their personal and professional lives. Sustainable Value Communication Cultural Connections Professional Conduct Community Cooperative principles

8. 8 How to get there – the HR essentials 1.Create an HR strategy 2.Hiring the right person 3. Investing in the development of your employees 4. Supporting their ongoing performance

9. Creating an HR strategy Part of your overall planning process Outlines your approach to managing people Address these two questions: 1. What kinds of people do you need to manage and run the SACCO to meet your strategic business objectives? 2. What people programs and initiatives must be designed and implemented to attract, develop and retain staff to be successful? 9

10. 10 Getting the right person for the position Understand the current and future needs of the SACCO Determine key skills needed Develop a job description duties and responsibilities qualifications Recruit candidates Assess candidates against the job description Make the hiring decision

11. Getting the right person for the position (cont’d.) Orient the employee the mission, values of the SACCO SACCO policies such as Member Service Standards products and services job duties 11

12. Diversity in the workplace Unbiased hiring practices reflect the community you serve Welcoming, inclusive workplace valuing different points of view demonstrating respect and understanding 12

13. 13 Developing employees Require employees to set yearly development goals Plan should not include only skills that are performed well but also skills that need to be strengthened Review development goals with employee to make sure you have a clear understanding of what they would like to accomplish Encourage employees to follow-up with you – It’s a partnership Follow-up with employees to determine progress. (Ask the following question to assess): 1. What have you learned? 2. How will you apply what was learned to your daily job responsibilities and your life? Provide feedback on an ongoing basis Celebrate the small wins

14. 14 Developing employees (cont’d.) As a leader, you can create opportunities for further development through different methods such as: training cross training job responsibility rotation mentorship assign employees to special projects

15. 15 Performance assessment Three part cycle: 1.Planning 2.Ongoing monitoring 3.Review and evaluate

16. 16 Performance assessment (cont.) Involve employees in the setting of their own performance targets include objectives to be met what is to be delivered and the quality standard the timeline or deadline ensure goals are realistic and achievable Ongoing feedback is essential include what they are doing well as well as what they can do better be objective be open minded Build on respect and transparency

17. 17 Be an inspiring leader Lead by example Open communication- share your plans, ideas, discuss the new product/service you want to implement, and ask for their feedback Recognize and reward positive performance Provide effective guidance, support and training Tailor work assignments, rewards and recognition to individual employee needs and desires Assign interesting and challenging work see “10 Essential Characteristics of a good leader”

18. Retaining your employees is as important as retaining your members. The more committed you are to your employees, the more committed they will be the success and growth of your SACCO 18

19. 19 Internet resources http://hrcouncil.ca/hr-toolkit/access-point-manager.cfm Not-for-profit resource guide – HR toolkit Other sample documents will be posted on the conference website

20. 20 Thank you! Lorri LochrieMonique Dunbar Central 1 Credit Union Communicating Arts Credit Union Vancouver, BC CanadaDetroit, Michigan USA