Banner's employer commitment is:
"We'll help make a difference in your life and career
so that you can make a difference in the lives of others."
We refer to this commitment as the Banner Journey. That commitment runs two ways – the opportunities, resources and benefits Banner offers must be matched by our employees' commitment to actively engage in and help shape their Journey.
One important way that you help us to define, deliver and improve the Banner Journey is by sharing your thoughts and opinions with us through a variety of employee surveys. Given the size of our employee population and our geographic diversity, a survey is a great way for us to gain important input from you. In the past, we've asked for your participation in a number of surveys, including:
- Internal Branding
- Total Rewards (pay and benefits)
- Gallup Q12 Employee Engagement
- National Database of Nursing Quality Indicators (NDNQI)
- Agency for Healthcare Research & Quality (AHRQ)
- Fortune 100 Great Places to Work
- Modern Healthcare Best Places to Work in Healthcare
- Best Places to Work in the Valley
How do we use this information? For the past year, a systemwide team has been using the results from these surveys to identify themes and trends. We've learned a lot, and we're using that information to make improvements to create a great workplace and enhance your Journey experience. Here are a few examples o f how your voice has helped determine recent actions in two important areas – leadership and career development.
Overall, you've told us that you believe in our mission and our goals. But you've also let us know that the quality of your immediate leader is an important component for your personal Journey, and that you'd like more visibility and communication from leaders in the organization. In response, we've taken the following actions:
Used the Employee Web site, eNews, and other methods to keep you informed about how Banner is doing, from the financial challenges that we faced a year ago and the cost-saving measures that we implemented as a result, to our success in meeting those challenges and making 2009 Banner's best year ever
Developed a required set of classes that all Banner leaders must complete over the next 18 months to reinforce expectations and improve skills
Continued our focus on improving employee engagement, including hosting three Best Practice Webinars for leaders
Implemented leadership rounding at all our facilities to give you more opportunities to talk with leaders within the company
Created a new virtual Banner Town Hall and Leadership blogs on our Employee Web site to increase the visibility and give you more access to senior leaders.
From your survey responses, we know that growth and development opportunities are important to you. As part of the two-way commitment that makes up the Journey, Banner tries to offer career development opportunities that support our strategic initiatives and tie to our workforce planning goals. Here are some of the changes we've made over the past year to keep us focused on career development:
Introduced a new Tuition Assistance program tied to our strategic workforce planning needs and requiring development dialogues between employees and their immediate supervisors to encourage career development
Implemented Banner University, a virtual corporate university that serves as a centralized hub and starting point to help you find learning activities and resources in one spot
Created a new Talent Mapping process to help identify employees who would like to continue to develop their skills for their current positions and those who are interested in pursuing other career opportunities – a process that has recently helped us to successfully fill several leadership positions from within the company.