Creating%20a%20Culture%20of%20Care%20and%20Support - PowerPoint PPT Presentation

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Creating%20a%20Culture%20of%20Care%20and%20Support

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Title: PowerPoint Presentation Author: DGolub Last modified by: American Cancer Society Created Date: 6/19/2001 2:15:38 AM Document presentation format – PowerPoint PPT presentation

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Title: Creating%20a%20Culture%20of%20Care%20and%20Support


1
Creating a Culture of Care and Support May 11,
2011
Maria Guyette, SVP Human Resources American
Cancer Society Eastern Division
2
The American Cancer Society
The largest funder of cancer research outside of
the federal government - over 4 billion to
date 44 Nobel prize winners 30 Hope Lodges and
counting 24-hour call center - 150 languages
supported 6,000 employees nationwide
3
The Eastern Division NY NJ
21 regional offices, 530 employees, thousands of
volunteers 3 Hope Lodges Buffalo, Rochester and
Manhattan 250 Patient Navigators in 90 health
systems On track to reach 60,000 unique
constituents in 2011 100 M raised to fund our
mission
4
You Know us As
5
But, can you..
6
Cancer is our Core Business
  • Its personal.
  • Most staff members (and volunteers) have a
    personal cancer experience
  • We think about it, talk about it, and witness it
    every day

7
Cancer is our Core Business
8
A Culture of Care and Support
  • Our goal is to be as flexible as possible, as
    often as possible, in as many cases as possible
  • Balance legality, productivity, and fiscal
    stewardship
  • Seek solutions that are repeatable, printable and
    defensible

9
A Culture of Care and Support
  • Policies benefits leave policies
  • Practices flexibility performance
  • People - managers peers
  • Perceptions fairness consistency

10
Policies Benefits Leave
  • Medical plans meet the Cancer Gold Standard
  • Health Advocate our insurance concierge
  • Employee Assistance Program
  • Combine FMLA/ Disability, PTO/accrued leave,
    flexible work arrangements to maximize paid leave

11
Practices Flexibility
  • Alternate work arrangements
  • Work from home, telecommute
  • Flex time, flex schedules, flex roles
  • Flexibility is encouraged, earned (not entitled),
    and evaluated

12
People Managers Peers
  • Managers must be comfortable differentiating
    decisions and owning messages
  • Consistent does not mean cookie cutter
  • Culture of communication - C4 conversations
  • Care must extend to co-workers too

13
Perceptions (and precedents)
  • Managing perceptions, maintaining confidentiality
  • No trust, no chance !
  • Beware halos and horns biases are we
    establishing a precedent we are committed to
    following in like cases going forward?

14
Case Study 1
  • Long term employee with history of chronic cancer
    hospitalization followed by extended
    recuperation .
  • Extended leave beyond 3 months
  • Allowed gradual, PT return to work post STD
    period full pay via SCB days
  • Flexibility, WFH, to manage good days, bad days
  • Employee dictated workload, skilled manager
    guided expectations

15
Case Study 2
  • Employees child faced a 5-year battle with
    terminal cancer.
  • Loaned laptop and cell phone to enable work from
    out of town treatment center as possible thus
    stretching FMLA and PTO
  • Flexible schedule, assignments, WFH, to care for
    child
  • Co-workers donated PTO when EE had exhausted own
    time

16
Case Study 3
  • Employees child has serious health condition.
  • Maximum flexibility enabling EE to work from
    hospital when feasible
  • Interim appointment of hi-potential direct report
    extended leave time (while meeting business
    needs)
  • RTW in a different role between leave periods
  • Co-workers donated PTO when EE had exhausted own
    time (2 consecutive years)

17
Resources to Help
  • For you and your managers 1.800.227.2345 and
    www.cancer.org
  • What should I say to my co-worker who has cancer?
  • What about confidentiality?
  • A list of dos and donts
  • What resources are available to help?
  • When treatment begins, what should I expect?
  • How can I make it easier for my employee to cope?

18
ACS and Quest Diagnostics
  • Surya Mohapatra, Ph.D, co-chair of American
    Cancer Society CEOs Against Cancer NJ
  • ACS Quest members of CEO Cancer Roundtable
  • Achieved Cancer Gold Standard accreditation
  • CPS-3 on site participation in six locations
  • ACS selected by Quest employees as national
    charity for 3-year term

19
Creating a Culture of Care and Support
Thank you!
Maria Guyette,SVP Human Resources American
Cancer Society Eastern Division
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