Workforce is our Lifeforce

Ardmore's Strategic Plan

Workforce is our Lifeforce

Ardmore utilizes best practices in organizational and human development to recruit and retain a stable, competent workforce that embraces the mission, vision, and practices, using person-centered hiring practices that strengthen the commitment between staff and the people for whom they work. Ardmore will be recognized as a preferred employer, with a diverse, inclusive, and equitable workplace.

This Key Strategic Focus Area contains four (4) big picture goals and several measurable objectives associated with each goal.

Goal #1

Key Strategies

All job postings contains person-centered profile language of the person we work for.

Ensure 25% of interview behavioral questions are person centered base.

Complete an assessment of what our top 3 needs are in each category of diversity, equity, inclusion, and accessibility.

Complete an analysis of the how many people we work for has english as a second language.

Goal #2

Key Strategies

Build professional development in the areas where we do not have already have a training established.

Assess current trainings that we have accessibility to research through our current training platform to support the competencies needed for the role.

Meet with Service leaders to determine if there are other performance areas that need to be addressed to compliment the assessment process.

Review the MD DSP II certification curriculum to determine after 6 months of the completed course if DSP's are performing at a higher skill level.

Goal #1

Goal #3

Key Strategies

Conduct a survey that focuses on employee engagement.

Develop an employee engagement program for Ardmore.

Conduct exit interview to determine why employees are leaving the organization.

Conduct stay interviews to assess why staff remain at the organization.

Goal #4

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Key Strategies

Identify select group of DSP's to participate in local, state, and/or national level advocacy efforts.

Provide education and coaching sessions for DSP's to confidently engage in advocacy efforts.
Provide resources for DSP's to attend and participate in advocacy activities, to include committee meetings, workshops, conferences, etc.

Workforce is our Lifeforce

Ardmore's Strategic Plan

Workforce is our Lifeforce

Goal #1

Key Strategies

All job postings contains person-centered profile language of the person we work for.

​

Ensure 25% of interview behavioral questions are person centered base.

​

Complete an assessment of what our top 3 needs are in each category of diversity, equity, inclusion, and accessibility.

​

Complete an analysis of the how many people we work for has english as a second language.

Goal #2

Key Strategies

Build professional development in the areas where we do not have already have a training established.

​

Assess current trainings that we have accessibility to research through our current training platform to support the competencies needed for the role.

​

Meet with Service leaders to determine if there are other performance areas that need to be addressed to compliment the assessment process.

​

Review the MD DSP II certification curriculum to determine after 6 months of the completed course if DSP's are performing at a higher skill level.

Goal #1

Goal #3

Key Strategies

Conduct a survey that focuses on employee engagement.

​

Develop an employee engagement program for Ardmore.

​

Conduct exit interview to determine why employees are leaving the organization.

​

Conduct stay interviews to assess why staff remain at the organization.

Goal #4

Key Strategies

Identify select group of DSP's to participate in local, state, and/or national level advocacy efforts.

​

Provide education and coaching sessions for DSP's to confidently engage in advocacy efforts.

Provide resources for DSP's to attend and participate in advocacy activities, to include committee meetings, workshops, conferences, etc.