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What to Submit
Prepare your organizational change project proposal in the format
What to Submit
Prepare your organizational change project proposal in the format best designed to articulate your recommendations (select from the options below) with at least four references cited in APA format:
PowerPoint using speaker notes of 10–15 slides with at least 2 paragraphs of speaker notes per slide
Prezi or video recording with a transcript of 10–15 minutes in length
Written report of 5 to 7 pages, double spaced, with one-inch margins and 12-point Times New Roman font
Final Submission: Organizational Change Project Proposal
In Module Seven, you will submit your organizational change project proposal in the form of a written report, PowerPoint using speaker notes, or Prezi or voice recording with a transcript. It should be a complete, polished artifact containing all of the critical elements of the final product. It should reflect the incorporation of feedback gained throughout the course. This milestone will be graded using the Final Project Rubric.
Overview
The final project for this course is the creation of an organizational change project proposal in the form of a written report, PowerPoint using speaker notes, or Prezi or voice recording with a transcript.
You will create this proposal using the agency you created in Module One or the Acme Health Care Agency. (See the Acme Health Care Agency document linked in assignment prompts throughout the course.)
It is important to be aware of how an organization functions internally as well as its role in the community and in relationship with other community organizations. A primary responsibility of leaders in human service agencies is to set appropriate goals and initiatives based on a community needs assessment. It is the goals and initiatives set forth in a strategic plan that address challenges that frequently arise around personnel, funding, and budget limitations.
Additionally, having an acute awareness of the areas where organizational systems and associated laws and rules are in direct conflict with professional ethics is critical to providing quality, ethical, and appropriate services.
In this course, you will model the role of a program manager at a small nonprofit human services agency. You will demonstrate your ability to craft a proposal that will influence the organization’s programmatic services, culture, workforce structure, and funding while maintaining legal and ethical standards for human services professionals.
The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure quality final submissions. These milestones will be submitted in Modules Two, Three, and Five. The final submission is due in Module Seven.
In this assignment, you will demonstrate your mastery of the following course outcomes:
Illustrate decision making consistent with legal and ethical standards for human services professionals that address needs created by gaps in budgeting and funding
Recommend adjustments to human services programs that inform improvements to service delivery
Evaluate principles of organizational behavior and personnel management for their influence on the culture of the work environment in human service agencies
Explain the ability of strategic planning to address current trends in human services for meeting the needs of individuals, families, and the community
Prompt
You have just been promoted to program manager in a small nonprofit human services agency. The director of the agency has tasked you with creating a proposal, aligned with the agency’s new strategic plan, which addresses growing concerns about the culture of the organization, most recently described as “toxic.” During the past year, 10 employees have left due to problems in getting along with coworkers, poor job satisfaction, and the ending of grant funding. You will use the agency’s strategic plan to inform your own supporting proposal for the agency.
Your previous position within the organization has provided you with the opportunity to experience the gaps and inadequacies of the current workforce structure. As a result, you are prepared to present a proposal to guide the agency’s efforts to recruit and retain an outstanding workforce and acquire adequate funding to sustain the necessary programmatic growth needed to improve service delivery. You are expected to present your ideas to the director in preparation for the board of directors’ meeting.
Prepare your organizational change project proposal in the format best designed to articulate your recommendations: written report, PowerPoint using speaker notes, or Prezi or video recording with a transcript.
The following critical elements represent the outline of the proposal you are tasked with creating. Your proposal will have three parts: I. Introduction, II. Workforce Structure, III. Budget and Funding, and IV. Conclusion.
Specifically the following critical elements must be addressed:
Introduction to the Proposal
Describe the agency in terms of the current workforce structure, budget, and funding. How do they impact the culture of the agency? Consider how the agency’s culture impacts the programs offered by the agency.
Justify the implementation of the proposal using the above description of the workforce structure, budget, and funding’s impact on the agency’s culture. Consider the proposal’s potential impact on the programs offered by the agency.
Describe how the agency’s mission was considered when creating the proposal. What is the relationship between the agency’s mission and the community? Consider how the current state of the agency might impact its mission if concerns are not addressed.
Describe how current trends in human service delivery influenced the creation of proposal. How might this influence impact costs and the quality of services? Consider how impacting costs and quality of service could affect the community.
Identify how the proposal will alter the state of the agency. What are the key ideas in the proposal that will positively impact programmatic service delivery now and in the future? You might also consider the historical and current trends in human services delivery.
Workforce Structure: Provide information regarding personnel. Include the structure, culture, retention, recruitment, and current trends in the field of human services.
Explain how the agency’s workforce structure and culture were considered when creating the proposal. Consider relationships between the agency’s workforce culture and its ability to provide comprehensive service delivery.
Recommend changes to personnel that address retention and program delivery. What are some options for helping personnel become more valuable to the agency and the community served? Consider illustrating how the retention of personnel might alter the current state of the agency and the quality of service delivery.
Recommend changes to personnel that address recruitment and program delivery. What are some ideas for hiring new personnel who would be valuable to the agency and the community served? You might also consider how the recruitment of additional personnel might alter the current state of the agency and the quality of service delivery.
Evaluate how the proposal aligns with current trends in human services. Provide details showing how human resources might be maximized to best meet the needs of the community. Consider addressing how current models might positively impact the agency’s culture.
Budget and Funding: Provide information regarding how budget and funding impact the delivery and quality of programs and grant funding.
Based on the relationship between the agency’s budget and the delivery of services, explain the need for maintaining a budget based on ethical standards in human services. Provide examples of ethical decisions that will improve the agency’s service to the community. Consider including relevant standards in human services to support claims.
Describe how decisions regarding personnel changes and the agency’s budget influence the quality of program services. You might also think about which ethical standards in human services address this influence.
Analyze the relationships between grant funding and the delivery of services. How does grant funding help address gaps in agency budgets? Consider the laws and regulations in relation to grant compliance.
Describe how the proposal may impact future funding sources. You might also think about historical and current trends in human services programming, workforce structures, and funding.
Conclusion of the Proposal
Summarize how the proposal may positively impact future program service delivery at the agency. What parts of the proposal influence the culture and future programs at the agency? Consider using relevant ethical standards in human services to support your claims.
Summarize how the proposal aligns with current trends in human service delivery and the benefits to the community. Consider justifying claims using real-world examples.
Topic is listed below
About the Acme Health Care Agency
The Acme Health Care Agency is a nonprofit organization that offers primary health care, dental care,
behavioral health care, and community education and support programs. The agency has been providing
services to the community for over 50 years. Throughout this time, Acme Health Care has grown and
expanded. Since Acme’s inception as a health-care agency, the needs of the community have shifted and
changed.
Thirty years ago, Acme Health Care adapted to the needs of the community by offering dental care and
outpatient behavioral health care to the community. Along with this, additional community support
services—including case management, in-home programs for at-risk populations, and community
outreach and education—have also been available to the public.
Since Acme Health Care opened its doors to the public, the agency has continued to recruit and retain
highly trained professionals and staff. The agency began with only 25 employees 50 years ago and
currently employees 150 competent providers and staff. The expansion of the agency created an
opportunity to offer additional services to meet the needs of the community while also providing
employment opportunities. Acme Health Care strives to maintain a positive community presence by
proving services and health-care education to anyone in need of services.
Over the past 10 years, new nonprofit agencies have begun operating in the community as well. This has
created competition for grant money. Currently, Acme Health Care has an operating budget of
$21,000,000.00. In the prior year, the operating budget was $23,000,000.00. The budget decreased due
to the loss of two grants. The majority of the budget covers employee salaries and benefits; the
remaining balance is used for program and operational management.
With the existence of the new agencies, it’s been challenging for Acme Health Care to recruit and retain
employees. Currently, there is a 70% turnover rate of doctors, dentists, clinicians, and direct support
staff. While the demand for client care remains high, it has been difficult to retain employees. In return,
the agency has been short-staffed at times. Clinicians and direct-support staff sometimes have higher
caseloads due to the slow recruitment of new employees. Along with this, some staff have had their
work schedules changed to include evenings and two Saturdays per month. This has created hostility
among employees who feel that they are overworked and underpaid. Some employees have demanded
extra pay for the evening and weekend shifts, but the agency cannot afford to pay the staff more
money. The chief executive officer (CEO) and the chief operating officer (COO) are considering opening
the agency on Sundays from 9:00 a.m. to 3:00 p.m., but the staff do not support this decision. Some
employees have stated that they will quit if they are forced to work on Sundays.
Acme Health Care strives to maintain a professional culture that is supportive to employees and clients.
The staff are diverse and some employees are bilingual. However, retaining bilingual staff has been
difficult due to the demand for bilingual employees and the fact that state agencies pay a higher wage
and offer better benefits. Currently, each department has a manager and a director who oversee the
operation of the departments and the staff. Above the managers and directors are the COO, the CEO,
and the chief financial officer (CFO). The CFO, COO, and CEO have been employed by the agency for over
20 years. There is also a board of directors who are unpaid volunteers. Currently, the medical
department consists of a director, a manager, 5 doctors, 3 nurses, 5 medical assistants, and 3 support
staff. The dental department has a manager, a director, 5 dentists, 7 hygienists, 5 dental assistants, and
5 support staff. The behavioral health department has a director, 3 program managers, 2 psychiatrists,
10 clinicians, 15 case managers, and 3 support staff. Community outreach operates under the Behavioral
Health Department and employs 15 community outreach workers, 2 clinical supervisors, and 10 direct
support staff. The billing department consists of a supervisor and 5 staff members. There is a
maintenance supervisor and 2 maintenance workers.
The members of senior management are aware of the challenges of recruiting and retaining staff. Last
year, they decided to host an all-day training event. By bringing all the staff together, senior
management hoped to create an atmosphere of unity among all the employees. The agency provided
breakfast and lunch, and there was a guest speaker who talked about the importance of teamwork. To
add some fun to the training, senior management arranged for an ice-cream truck to be on site after the
training. All of the employees were given a ticket that they could use to get ice cream. After the training,
senior management was informed that over half of the employees did not use their tickets for the ice
cream. Instead, staff chose to go home.
Due to budget constraints, the agency can offer only partial reimbursement for professional trainings.
Employees request reimbursement for travel expenses related to the professional trainings, but the
budget does not allow for travel expenditures that are not directly related to client care. This has
created some challenges regarding recruitment and retention of staff, as other agencies offer full
reimbursement. With an emphasis on staff retention, the agency began offering an employee incentive
of $25.00 bimonthly for perfect attendance at work. However, staff have complained that the amount of
money should be increased. Because of the lack of funding in the budget, this is not an option at this
time. The perfect attendance incentive has been available to all staff for the past six months. To date,
only six employees have received the $25.00 incentive for perfect attendance.
Acme Health Care will always remain dedicated to providing care to all community members. Through
grant-funded programs and donations, the agency strives to maintain professional care that is also
affordable and accessible for everyone. Acme Health Care guarantees that no one will be turned away
due to an inability to pay for health-care services. Additionally, the agency provides financial assistance
to people who do not have health insurance. Through a sliding-fee scale, services can be obtained at low
cost or no cost to the client.
Since the onset of the COVID-19 pandemic, Acme Health Care has remained committed to providing
quality care to the community. In order to provide safe and effective access to care, the agency is now
offering telehealth services for medical, behavioral health, medication management, and in-home
programs. Through the use of a HIPAA-compliant platform, services are offered remotely through a live
video and audio feed. Telehealth services offer a safe and confidential atmosphere in which an
individual can receive professional, high-quality care without having to visit the agency. With the
expansion of telehealth services, Acme Health Care can provide health-care services directly to
individuals and families who may not be able to leave their homes or do not have transportation. Using
telehealth services has provided Acme Health Care with an opportunity to meet the needs of the most
vulnerable community members.
Mission Statement
The mission of Acme Health Care is to provide professional and affordable quality care that is easily
accessible, nondiscriminatory, and available to anyone in the local area (or community) seeking services.
Vision Statement
To provide access to high-quality health care.
Values
• Acme Health Care believes that every individual has the right to affordable, high-quality health
care.
• The agency believes in the inherent dignity and worth of every individual.
• The atmosphere at the agency is free of any discrimination and prejudice.
• The agency embraces evidence-based practices in order to provide clients with proven methods
of care.
• Employees are held in high regard, and teamwork is supported.
• Cultural competency is supported by ongoing professional trainings.
• Professional quality care is achieved through continuous monitoring of programs and services.
• The agency ensures that client confidentiality is maintained in compliance with HIPAA.
• The agency is committed to working collaboratively with all community agencies and other
health-care providers.
• The agency believes in being fiscally and professionally responsible.
Strategic Plan
Acme Health Care’s strategic plan is broken down into the following categories:
Client Satisfaction
• Offer ease of access to electronic medical records.
• Professionally communicate with all clients.
• Ensure ease of access to receive care.
• Collaborate with other service providers to ensure comprehensive care.
• Meet client needs professionally.
Employee Satisfaction
• Provide employees with ongoing trainings to support their professional growth and
development and to ensure cultural competency.
• Offer staff a supportive environment that emphasizes self-care.
• Continuously recruit a highly trained and competent staff.
• Offer monetary incentives to maximize client services.
Improved Access to Care
• Increase local fundraising efforts and grant opportunities.
• Improve access to care for clients who can’t afford it.
• Use targeted advertisements and promotions.
• Offer targeted community outreach.
Improved Health Outcomes
• Provide ease of access to care by coordinating referral services.
• Provide comprehensive health education to all clients.
• Provide ease of access and use of electronic health records.
• Work collaboratively with existing agencies and area providers.
• Use all services effectively and efficiently.
• Offer community outreach with an emphasis on targeted populations with higher needs.
Professional Development
• Provide appropriate staff trainings on a yearly basis.
• Ensure compliance of staff with local, state, and federal laws.
• Support licensed professionals with assistance for required continuing educational credits
(CEUs).
• Monitor and assess ongoing professional practices.
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