Organizational Health and Culture

Progress on Organizational Health and Culture
Date: Jan 1, 0001
Note this Key Focus Area Team still needs to reconvene to refine the SMART Objectives and Action Steps. Therefore, this report is intentionally kept at a high level.

Key Focus Area:
Organizational Health and Culture 50% progress

Lead: Matt Weller
We take care of our people so that they can take care of our community. We are committed to being an employer of choice by cultivating a culture of trust, psychological safety, and holistic wellness encompassing the fiscal, mental, and physical health of our team. We foster an environment where accountability, shared values and mission-focus lead to long-term stability and employee loyalty.
Latest Comment: None

SMART Objective:
Provide development opportunities for our employees 45% progress

Lead: Andy Powell

Latest Comment: Promotion planning starting with the line, then Captain.
Action Step Deadline Status
Identify incumbent supervisor continuing education annually 12/31/2026 In Progress
Identify executive training program to develop future leaders 12/31/2026 In Progress
Identify post promotion development strategies 12/31/2026 In Progress
Develop the framework for staff Task Book Program by outlining required competencies for each role, drafting task book content, and if possible piloting the program with select team members 3/31/2027 In Progress
Develop executive training program to develop future leaders 12/31/2027 Not Yet Started
Develop post promotion development strategies 12/31/2027 Not Yet Started
Develop incumbent supervisor continuing education annually 12/31/2027 Not Yet Started
Develop South Metro University education program: Identify partners 12/31/2028 In Progress
Develop South Metro University education program: Create LMS in Canvas 12/31/2028 Complete
Provide annual promotional training and assessment centers to ensure adequate candidates for promotion 12/31/2028 Operationalized

SMART Objective:
Design and execute an innovative paramedic recruitment and retention processes that incorporates new strategies 60% progress

Lead: Camie Chapman

Latest Comment: None
Action Step Deadline Status
Develop incentive program for internal employees to promote to paramedic 12/31/2026 Complete
Develop outreach and engagement strategy to identify internal paramedic candidates during academy and probationary period 1/1/2027 In Progress
Develop lateral hiring process for experienced paramedics for 2027 recruit class 1/1/2028 Complete
Identify alternative paramedic onboarding process 1/1/2028 In Progress
Evaluate effectiveness of lateral hiring process and identify alternative strategies for 2028 recruitment class 1/1/2028 Not Yet Started

SMART Objective:
Identify opportunities to allow employees to drive future culture initiatives 25% progress

Leads: Camie Chapman, Matt Weller

Latest Comment: 9/15: Will add more action steps once committee is created
Action Step Deadline Status
Work with leadership to develop employee committee focus 12/31/2026 In Progress
Recruit employees to be a part of the employee culture committee 4/1/2027 Not Yet Started

SMART Objective:
Evaluate and strengthen opportunities in employee behavioral health and well-being program 67% progress

Leads: Camie Chapman, Matt Weller

Latest Comment: 9/15: Add more action steps and metrics in December with new member
Action Step Deadline Status
Analyze current behavioral health program and identify future direction 6/1/2026 Complete
Recruit and hire behavioral health and wellness program manager 11/1/2026 Complete
Evaluate current behavioral health programing and identify opportunities for program enhacements 12/31/2027 Not Yet Started

SMART Objective:
Identify and implement strategies to gather regular, constructive employee feedback 67% progress

Leads: Camie Chapman, Matt Weller

Latest Comment: Monthly meetings with Executive Team and Union E Board Regular staff-manager engagement with policy development and changes
Action Step Deadline Status
Continual investment to ensure strength and positivty of Labor-Management relationship 12/31/2028 In Progress
Develop structured staff leadership-management relationship 12/31/2028 In Progress
Conduct monthly Labor-Management meetings 12/31/2028 Operationalized

SMART Objective:
Expand the use of employee to assist with organizational decision-making 33% progress

Leads: Jake Mayhew, Matt Weller

Latest Comment: None
Action Step Deadline Status
Review and update all committee charters and active membership rosters 6/1/2027 In Progress
Implement a tracking and communication tool for all committees 6/1/2027 In Progress
Create working groups, as appropriate, for specific causes 6/1/2027 Not Yet Started