Hustle up for an important announcement. Employee Wellness’ 2nd annual March Madness intramural basketball tournament will be held Saturday, March 23 at Spring Valley Teen Center/Gym. Register your team today.
Take a minute to think about the people in your office: Your director, your supervisor, your administrative specialist, your IT coordinator, your counterpart. More than likely, you have a couple, if not a few, different generations working within your own team. And that’s something to celebrate!
In December 2018, the County of San Diego’s workforce was comprised of:
3.2 percent Post-Millennials (or Generation Z)
39.8 percent Millennials
39.9 percent Generation Xers
16.8 percent Baby Boomers
0.2 percent employees from the Silent/Greatest Generation
“For the first time, we’ve got five generations working side by side,” said Carmina Vasquez, president of the Emerging Workforce Association.
The EWA is one of many employee resource groups here at the County. The group was created by millennials to help bridge the generational gap and recently hosted its “inaugural signature event to honor generational diversity in the workplace.” Not only was this event to celebrate generational diversity, but it was also a chance for said generations to learn a thing or two about each other.
As part of the event, a panel of notable County employees that represented different generations spoke on topics ranging from legacy to common misconceptions of each respective generation:
Andrew Strong, CAO Chief of Staff, identifies as a “cusper” or between Gen X and millennial.
Don Steuer, Assistant Chief Administration Officer/Chief Operating Officer, identifies as a Baby Boomer
Nadia Moshirian Binderup, CAO Staff Officer, identifies as a millennial
Marvin Mayorga, Management Fellow with the Probation Department, identifies as a millennial
“First of all, when you think of Boomers, you think of people who are work-centric, goal-oriented,” said panelist Steuer. “And the misconception of it is we’re inflexible or unwilling to listen to other opinions or new opinions or creative ideas. But I feel like that couldn’t be further from the truth. In a way, Boomers feed off the younger generations.”
Millennial panelist Moshirian Binderup quashed the misperception of her generation’s constant need for affirmation.
“I constantly get teased about the ‘gold star’ for any type of recognition,” she said. “We don’t need those physical awards – we thrive off guidance. We love teamwork.”
Steuer was quick to interrupt and ask Nadia if she could provide some technical guidance to Strong, who was having microphone difficulties during the event.
“See? Millennials aren’t tech savvy,” quipped Strong.
The playful nature between the different generations was testimony to just how complementary different generations can be to each other. Each panelist brought in different perspectives regarding leaving a legacy at the County and the definition of “emerging,” and yet they shared a common thread when it came to their words of wisdom for their fellow employees regardless of generations – embrace shared wisdom.
“Find a mentor who’s in this organization,” said Strong. “Or be a mentor! Share that knowledge and institutional knowledge you have.”
Mayorga, who’s been with the County just two years, was a bit modest when sharing his advice.
“I laugh because I’m so young and new to the County,” he said. “But I encourage people in my generation to have patience. Opportunities come and go, and sometimes we need to remind ourselves that every step we take is one step closer to what we’re working toward – patience is very key.”
His sentiment is one shared by all of the panelists, who spoke throughout the event to the importance of learning from others and from your experience to help you grow inside an organization.
“It comes down to the journey of leadership. There are three primary components to that. One is talent, which we all have, one is wisdom, which we continue to gain, and one is influence, which some of us never reach,” Steuer said, gaining chuckles from the audience. “But I think it’s important to remember when emerging – you have the talent, and now you have to continue to grow and take personal responsibility to gain that wisdom to be able to influence not only the culture of our organization but also the decisions that are made regardless of what level of the organization you represent.”
Learn more about the County’s Diversity and Inclusion initiative or take a look at EWA and see what they’re all about.
This month I want to talk about the results of our recent Employee Engagement Survey. But before I do, I want to acknowledge Employee Appreciation Day and offer all of you my sincere thanks for the work you do.
Though we’re singling out today to make a big display of gratitude for your efforts, please know I feel it in my heart every day. We could not be a successful organization without YOU. I’m always humbled by your dedication and proud of your desire to make life better for our residents. And, like many people, I need to be better about saying it more often! Thank you! You are amazing, and I’m truly grateful you have chosen to work here at the County.
I think it’s timely that the results of our recent engagement survey coincide with Employee Appreciation Day. The survey is a look into how we feel in our County jobs. “Employee engagement” can be kind of a fuzzy concept. It describes your emotional relationship with the organization.
I want each of you to feel engaged, one, because I hope on a personal level that you have a sense of connection and fulfillment in a place you spend so much of your life. But two, as the one tasked with overseeing this operation, I have a strong interest in performance. Research shows an engaged workforce has higher goal achievement and higher retention rates. An engaged employee is a happy employee, and a happy employee is more productive. A happier workforce is also a healthier workforce, and that’s one more way we make Live Well a reality.
We emailed the survey out in December and about 22 percent of you responded. Not bad, but definitely the first area of improvement to work on. It’s important to hear from as many of you as possible, so we want to get the number of responses up.
I won’t go through every question, but here are a few results.
Seventy-four percent of you say you feel motivated to work for the County, and 78 percent get a feeling of personal accomplishment. A solid majority of you feel you’re making a difference in the lives of those you serve. That’s pretty good but an area where maybe we can do a little better.
Ninety percent of you understand how your job contributes to the success of your department. I’m encouraged by that. We spend a lot of time on aligning efforts to strategic goals. It’s easy to get caught up in details and lose sight of the big picture, but the number tells me we’re on the right track there.
Seventy-three percent say your skills are being used effectively. Pretty good, but it also sounds like a fair amount of untapped potential, so that’s an area we’ll need to work on.
Are we getting along? Eighty-nine percent say you have a good relationship with co-workers, while 82 percent say you have a good relationship with your supervisor. Not hard to see how that makes employees happier, and in turn, more productive and again, healthier.
About three-quarters of you feel your department values diversity and inclusion, and that you can be your authentic self at work. We made D&I one of our priorities a few years ago, so I’m heartened by these results and will continue to focus on ways to further our D&I efforts as they go directly to employees’ comfort level at work and our ability to meet the needs of all our customers.
OK, our biggest Needs Improvement grade: recognition. We know how important this is. It’s part of our General Management System. It’s part of our Journey to a Positive Customer Experience. But only 43 percent of you feel you’re frequently rewarded or recognized for good work. We’ve got to do better than that.
Putting in hard work feels so much different when you know someone sees it, appreciates it, and most of all, shares it with others. More formal recognition and awards are great. But don’t forget the day-to-day thank-yous and acknowledgments. Research shows the more immediate the recognition, the greater impact it has. We should be maximizing impact in anything we do.
A lot of that message I’m directing at supervisors. Let’s really work on it. But no one should overlook peer-to-peer recognition, either. It can mean a lot to a co-worker to hear from someone who understands exactly what their job takes.
This is where we need your help, too. As I’ve mentioned, recognition can mean different things to different people. If there’s a specific way you like to be acknowledged for good work, make sure to talk with your supervisor about it. We want to make it meaningful to you!
This is the first year we’ve done the Employee Engagement Survey, so this let us set our benchmarks. Here’s an overview of results for all the questions. We’re sharing it with our leadership across the organization, and they’ll be working out how we boost that engagement.
This all brings us back to Employee Appreciation Day. I hope we can make it not just an opportunity to show our thanks, but a day we commit to building habits of gratitude, as individuals and as an organization. That will have a big part to play in how engaged everyone feels.
Only one way to end this: Thanks again, so much, today and every day, for all you do.
Today we applaud you—all 17,000+ of you! With much gratitude, here are some videos, photos and notes of appreciation from across the County.
Vital Records Team, thank you for your commitment to each other and our customers! You’re awesome!!!
Amy Menolez, Chief Deputy Registrar
Public Health Services, Office of Vital Records and Statistics
“Thank you each and every one of you – you are all appreciated on this team and an important member!”
-Carrie Hoff, Deputy Director
The South Bay Regional Probation Offices Celebrated Staff Appreciation Day with a pizza lunch.
Auditor and Controller – Accounts Payable Team - Thank you for all your hard work and dedication!
Thank you, Central Payroll team, for the great work you do every day!
Bernadette Javate
Manager, Auditor & Controller
Central Payroll Administration
Thank you Central CWS for all of your hard work, HEART, and advocacy for our children and families! You are the best.
Crystal & Lauren
Behavioral Health Services Employees are Sweet! Thank you!
Employee Appreciation Day at Agriculture, Weights and Measures Pest Exclusion in San Marcos with ice cream, charades, and Honorary Awards.
THE Central Region, Southeast Family Resource Center team Is appreciated!
The “POP STARS” OF South Region Live Well Center at Chula Vista
Jeffrey Johnson - Epi and Immunization Services
Thank you for all the hard work that DEH does every day.
Celebrating Employee Appreciation Day at the South Region Public Health Center
Thank you to Anna-mai Trinh, Monica Manquero and BeJeannette Gutierrez for being an awesome Office Support team for TB Control. Every time I have been pulled away for a major project you have stepped up as a team and made sure everything was still completed in a timely manner (including my duties). It’s an honor and privilege to lead this team with such amazingly talented, committed, supportive, team work-oriented people.
Janis E. Flippo
Senior Office Assistant
TB Control and Refugee Health
The Office of Audits and Advisory Services had brunch and a “Employee Wall of Fame.”
While there are countless ways to recognize your peers that help you reach your goals and make work fun, the simplest is to write a thank-you note. Share your thanks—send an email thank-you card.
On Friday, we will celebrate the third annual Employee Appreciation Day. It is a chance to recognize the hard work you do every day to make San Diego County a great place to live.
Kindly return to InSite tomorrow for a special thank-you message.
Continuing your education provides you with a variety of benefits, including learning new skills and possibly advancing your career with greater earning potential. Why not save money while pursuing a degree? The following 10 universities and colleges offer tuition discounts to County employees:
Argosy University: County employees are eligible for a 20 percent savings on tuition for courses offered online or on campus.
Brandman University: The university offers a range of discounts to employees.
Chamberlain College of Nursing: County employees are eligible for 15 percent off tuition.
DeVry University: County employees are eligible for 10 percent off tuition and waiver of application fee. The discount does not apply to Master of Science in Education and graduate certificate programs.
Excelsior College: County employees and their spouses/domestic partners are eligible for a 20 percent tuition reduction in the associate and bachelor’s degree programs, and a 15 percent reduction on all master’s programs.
Grand Canyon University: County employees are eligible for 10 percent off tuition.
National University: County employees are eligible for 15 percent off tuition and waiver of application fee.
Penn State University: County employees are eligible for a 5 percent tuition reduction when enrolling in any online courses, certificates and degree programs.
San Diego Christian College: Employees are eligible for $2,000 off tuition.
University of Phoenix: County employees are eligible for a 10 percent tuition reduction when enrolling in any degree program, certificate program or individual course.
To be eligible for the education discount, be sure to indicate you work for the "County of San Diego" on your college application or notify your college representative.
For additional information, please visit the Tuition Reimbursement page.
Cal fire/san diego county Fire apparatus engineer Thomas pitman in neon yellow shirt poses with Jacksonville beach firefighters at the end of his memorial bike ride.
CAL FIRE/San Diego County Fire Apparatus Engineer Thomas Pitman finished a cross-country bicycle ride earlier this month to help raise awareness and money for the Cory Iverson Foundation for Active Awareness. Iverson, 32, of Escondido died in in December 2017 while battling the Thomas Fire in Ventura and Santa Barbara counties.
Iverson’s widow, Ashley Iverson, started a nonprofit foundation to help bring awareness of post-traumatic stress disorder in men and women in the fire service and help them. Pitman decided he wanted to do something to honor his friend and help raise money so the foundation can offer programs such as peer support and mental health to the firefighters.
He surpassed his fundraising goal of $1 a mile for the 2,500-mile trip and finished with $12,000.
Pitman started out on New Year’s Day in Imperial Beach and rode for 36 days as part of the Ride Into the Light. He finished in Jacksonville Beach, Florida on Feb. 5. Relive his emotional finish here. (Video from CAL FIRE Facebook)
-Helen Robbins-Meyer, Chief Administrative Officer
I’ve spoken much about us entering a period of change. That includes long, hard looks at our organization and seeing whether it’s as effective as it can be.
With that in mind, I’m announcing a significant restructuring of the County’s five business groups, consolidating them into four. We’ll transfer the departments of the Community Services Group (CSG) into other groups, and we’ll dissolve the CSG executive office.
These changes will be effective July 1, 2019.
The departments themselves will remain intact, and the reorganization will not affect departmental staffing.
We chose the new homes for each of these departments very deliberately. Each closely aligns with existing missions of those groups, so the moves mean better alignment with our overall County strategy.
Here’s where we are placing the CSG departments:
The Department of Animal Services will move to the Public Safety Group with a focus on animal safety and well-being.
County Library will transition to the Land Use & Environment Group to build on synergies with parks and recreational services.
The Department of Purchasing and Contracting will join the Finance & General Government Group to better serve customer contracting needs across the enterprise.
The Registrar of Voters will report to the Finance & General Government Group to meet the intergovernmental needs for election services throughout the region.
The Department of General Services will report directly to Assistant Chief Administrative Officer, Don Steuer, but be administratively aligned to the Finance & General Government Group.
Responsibilities for the Countywide Redevelopment Successor Agency Oversight Board will transition to the Health and Human Services Agency.
Current CSG DCAO, April Heinze, will take a new position as DCAO for Special Projects in the Chief Administrative Office. She will focus on expediting the successful completion of affordable housing projects stemming from the Board’s Innovative Housing Trust Fund awards, oversight of the affordable housing projects being built on surplus county property, energy sustainability solutions, as well as other new priorities that are expected from the Board of Supervisors. The other members of the CSG Executive Office will be placed in various open positions in the County.
These organizational changes are meant to expedite our response times, increase cost efficiency and enhance service delivery to the region. They will be reflected in the FY 2019-2021 Operational Plan.
We’re going to keep reviewing the organization’s structure and make changes as needed to meet new challenges ahead. I appreciate everyone’s flexibility and hope you share my excitement as we better shape the organization to meet our customers’ needs.
It’s quick and easy to stay on top of upcoming employee events—just sign up for text message announcements about wellness activities, professional development opportunities and other County events.
You can sign up for one, two or even all three distribution lists. Note that messaging and texting rates apply.
Here how to sign up:
· Text “CoSD WELLNESS” to 468311 for Wellness events
· Text “CoSD EVENTS” to 468311 for Countywide events
· Text “CoSD PROFDEV” to 468311 for professional development opportunities
If you decide they’re not for you, reply “CoSD STOP” to stop receiving the messages.
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