Organizational Excellence

Summary of objective implementation status (achievements or progress over last year; significant delays or issues, etc.)

The Workforce Development Unit of the Human Resources Department (HR) is responsible for implementing the major strategy of Organizational Excellence to help ensure that the County of Sonoma is the following:

1. an employer of choice with a diverse workforce that reflects our community;
2. sustains a positive work culture that builds engaged and dedicated employees;
3. equips employees to be successful in the performance of their duties and consideration for promotions; and
4. provides exceptional services to its various customers.

Workforce Development offers the County’s approximately 4,800 full-time, part-time, and extra-help employees a wide and rich selection of training and professional development opportunities to emphasize staff wellbeing, cultural belonging, and advancement.

All program/course key competencies are categorized under Sonoma County’s Five Values: Equity, Accountability, Collaboration, Excellence, and Innovation. These animate the County’s values and link what we believe with how we perform.

Key competencies are applied through a FOUR-TIER SYSTEM. This system guides employees in their training participation and advancement goals within the County. Trainings are placed within the respective tiers, so employees can easily select appropriate topics and measure their progress. Racial equity is a key component in every program tier from new employees to senior leaders.

• Tier 1: New Employees– The New Employee Orientation (NEO) coursework introduces newly-hired employees into the County’s culture, racial equity, and belonging objectives. NEO provides the tools and information needed to become thriving members of the County workforce. A total of 673 new hires have attended New Employee Orientation from January 2024 to October 29, 2024.
• Tier 2: Foundational– Individual Contributors (staff without supervisory or managerial responsibility, who are the majority of County employees) gain knowledge and skills to become productive and engaged County employees in major aspects of daily work and in the areas of Racial Equity and Belonging. This tier provides a firm foundation for advancement. Employees may follow certain “themes” to particularize their learning and skills. Tier 2 training is available to all County employees. A total of 2,648 registrations were received for Workforce Development course offerings from January 2024 to October 29, 2024.
• Tier 3: Emerging Leader– The Emerging Leader Program develops supervisory and managerial skills to increase effectiveness and engagement through identifying ways to promote communication; coaching employee performance and measurement of self-development; exploring leadership principles and practices addressing racial equity and cultural belonging; and supervising a diverse workforce. This program is self-directed. Participants enroll in classes to fit their work schedule (with supervisor approval). Employees complete a series of 10 required and two (2) elective courses. Classes are available in-person, virtually, and web-based. Tier 3 training is available for supervisors, managers, and those interested in growing their career and developing mid-manager skills. A total of forty-three (43) County employees across fifteen (15) departments are participating in the Program, with six (6) employees completing it as of October 2024.
• Tier 4: Executive– This tier, LEAD – Leaders Engaged in Authentic Development, is a comprehensive re-design of the County’s executive leadership training program. LEAD is for executive leaders who are committed to continuous improvement and people-centered leadership. The program focuses on understanding of racial equity and accountability principles and practices; demonstrating empathetic leadership; building a workplace culture of belonging and trust; incorporating change management skills; and developing political and organizational acumen. LEAD provides critical training opportunities for the County’s diverse workforce to be successful when competing for County promotional opportunities. LEAD thereby increases diversity at all levels of the organization to impact government practices, workforce equity, and leadership development. The first LEAD cohort consisted of the Office of Equity’s Core Team 2.0. members to uphold the Racial Equity Action Plan work. LEAD began December 2024 and runs through May 2025. The second LEAD cohort will be announced County-wide in Spring 2025. Individuals will be able to self-nominate to be considered for participation in future cohorts.

Key milestone update (including any applicable, relevant metrics)

• Compete for Funding in January/February 2022 – completed.
• Develop a process for updating competencies for each level of employment – completed.
• Develop an entry/middle management employee development “academy” –
• Continue the executive leadership program – ongoing.
• Review current training course offerings and identify/develop courses for each employment level – ongoing.
• Review programs annually for effectiveness and update as needed – 

Coordination and partnership update

1. Intersection with Racial Equity and Social Justice (RESJ) Goal 1, Objective 2 – Invest in an ongoing and continually developing racial equity learning program, including understanding the distinction between institutional, structural, interpersonal, and individual racism for County leadership and staff by end of 2021.  
2. Intersection with RESJ Goal 2, Objective 1 – Identify opportunities to enhance recruitment, hiring, employee development, and promotional processes to reflect the value of having the perspectives of people of color represented at all levels in the County workforce. Partnerships with cities – Re-establish the opportunity for cities to access County training programs on a fee basis.
3. Workforce Development actively engages with County stakeholders, including leadership, Office of Equity, and the Office of Equity Core Team members in development of training initiatives, including the new LEAD program to align with the Racial Equity and Social Justice pillar.
4. The Human Resources Department and the Office of Equity launched the LEAD + Core Team 2.0 in December 2024. Through this learning cohort, participants take part in hands-on professional and leadership development sessions before beginning the implementation of the Racial Equity Action Plan in their departments as part of Core Team 2.0.
   1. Part 1 (December 2024 – May 2025) – Participants joined LEAD (Leaders Engaged in Authentic Development) program.
   2. Part 2 (June 2025 – June 2026) – Core Team 2.0: With the skills acquired through their participation in LEAD, participants will work on implementing the strategies included in the Racial Equity Action Plan (REAP) within their departments.

Learning Outcomes:

• Understanding of racial equity and accountability principles and practices
• Practicing inclusive and empathetic leadership
• Building a team culture of belonging and trust
• Acquiring change management skills
• Gaining political and organizational acumen

Community, equity, and climate update

• HR consults with the Office of Equity to ensure we apply an equity lens throughout the process of developing programs and Racial Equity trainings, including descriptions and measures of competencies.
• In addition to in-person training, HR Workforce Development offers on-line training (both virtual and web-based), which reduces employee travel and greenhouse gas emissions in support of the County’s climate objectives.

If this objective received Strategic Plan funding, please provide amount spent to date for non-position related funding.

• HR received $75,000 in Year 1 Strategic Plan funding to develop the Emerging Leader Program. HR spent $30,940 in FY 22/23 and $17,859 in FY 23/24 on this developing this program. By the end of 2024, HR has spent $11,550 of this funding. The remaining $14,651 balance will be fully expended on trainings scheduled from January through June 2025.

An additional $25,000 in one-time funding was approved in FY23/24 to apply an Equity Lens to enhance County Training Programs. FY 23/24 expenditures were $21,800. The remaining amount of $3,200 is to be expended during FY24/25.