Page 29 - 2024-2029 UP Strategic Plan draft

We aspire to have skilled leaders who work consistently and collaboratively to
manage, mentor, and motivate staff and develop high performing teams and
individuals who work productively and serve customers well. We will develop and

use best practices to work collaboratively and interdepartmentally at the senior
leadership level and across the organization.

We will ensure an equitable, transparent, and inclusive approach to supervising,

managing, and leading across Urban Pathways. The result will be greater rewards
and recognition, improved performance, more balanced workload, greater staff

retention, more satisfied staff, and better outcomes for those we serve.
Sub-Goal 6.1 Sub-Goal 6.2

Provide managers, directors, supervisors Build cohesiveness at every
and senior team with the information, leadership level to work

skills and tools that enable them to collaboratively in support of
initiate and respond to employees and operational (program and

employment considerations in a function) effectiveness and
responsible, responsive, and effective organizational (across Urban

manner. Pathways) goals.

Examples of Desired Outcomes

❖ Up-to-date, consistent, and □ Number of staff indicating that UP
coherent management practices. upholds the leadership competencies
❖ Staff have data, information, and that strengthen workforce capacity,
knowledge they need to be skills and professionalism.
effective. □ Number of leaders trained and
❖ UP has an internal pipeline of next evaluated on UP leadership
generation leaders at every level. competencies.
❖ Supervisors and staff understand □ Number, type and frequency of
and adhere to UP’s employment employee grievances and complaints
policies. □ Total dollar amount per future leader
❖ Attract and retain top talent. spent on professional development
❖ A culture of excellence, opportunities.
accountability and professionalism. □ Number of employees able to access
❖ Recognize and respond to organization wide policies.
employee issues, questions and □ Quality, application and timeliness of
concerns in a timely and performance management tools.
appropriate manner. □ Third party audit findings.
❖ DEI is embraced and integrated as □ Speed to competency (how long it
a key competency. takes by occupation to become
competent in role).

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