Aligning the Culture at Care New England

1. Aligning the Culture at Care New England Cultural Assessment Overview Management Team August 28, 2013

2. Current Values System • The CNE CARE values are not top-of-mind and memorable • Each OU has separate values and brief explanation statements although with common elements • Behavioral expectations of employees throughout CNE is unclear or not consistent

3. Butler COMPASSION CNE CNE CARE VNA TIES Compassion NewIdeas Excellence Collaboration Accountability Respect Ethics Kent CARES W&I CNECARE Memorial CARES

4. Building Alignment • Shared understanding on what we stand for • Clear and understandable values and behavior expectations are foundational in all that we do • Opportunity through Transforming Together • Cultural Assessment Survey offers a beginning step toward identifying & defining values

5. Building Alignment • Integration of MHRI will require identification of key values that are needed to create an aligned & integrated culture that ensures best practices in patient care & safety. • Leaders need to migrate employees to new methods for providing top-quality care, while increasing patient satisfaction, employee engagement and patient safety. To do that everyone needs to be aligned. • Allows us to build the practices, strategies, structures, systems, policies, and procedures necessary to continue Transforming Together on our Baldrige journey.

6. Identifying & Defining Values Values help define the organization & what behaviors are expected of all employees

7. Cultural Assessment Objectives • Identify the core CNE values through conducting the cultural assessment • Develop the specific behaviors associated with each of the CNE values • Standardized behavioral definitions shared by all CNE employees • Definitions that clearly describe the behavioral expectations for each value • Definitions that are integrated into the performance management process • Designed to drive accountability • Integrate the values • Interview & Selection Process • Performance Management • Development & Talent Review • Leadership Role Modeling

8. Cultural Assessment • Provides quantifiable mapping of the gaps that exist between personal, current and desired cultural values (areas of misalignment) • Combination of in-person focus groups and a web-based values assessment battery (developed by Barrett Values Centre). • See attached handout

9. Next Steps • Survey is expected to be administered September 16-23rd • T² Cat 5 Engagement team  working with May’s group on communication plan • Focus groups, data analysis, and recommendations to ELT  October/November

10. GOAL • To achieve a healthier corporate culture by having clear linkages between day to day actions and CNE’s mission, vision and values. • Such alignment leads to confidence in the work being done, the leaders setting the vision, and the employees commitment to the process.

11. Questions