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HomeMy WebLinkAboutRequest to Purchase - Sheriff & JailGRANT COUNTY COMMISSIONERS AGENDA MEETING REQUEST FORM (Must be submitted to the Clerk of the Board by 12:00pm on Thursday) REQUESTING DEPARTMENT: Sheriff's Office REQUEST SUBMITTED BY: J. McMillan CONTACT PERSON ATTENDING ROUNDTABLE: J. McMillan CONFIDENTIAL INFORMATION: EYES ENO DATE: 03/11/25 PHONE: 2017 I!W&l I � I: I g III 1 M LV I WEI Qg= ❑Agreement / Contract - - - ❑AP Vouchers ❑Appointment / Reappointment ❑ARPA Related ❑ Bids / RFPs / Quotes Award [:]Bid Opening Scheduled ❑ Boards / Committees ❑ Budget ❑Computer Related ❑County Code El Emergency Purchase El Employee Rel. ❑ Facilities Related © Financial © Funds ❑ Hearing ❑ Invoices / Purchase Orders ❑ Grants — Fed/State/County ❑ Leases ❑ MOA / MOU ❑Minutes ❑Ordinances ❑Out of State Travel El Petty Cash ❑ Policies ❑ Proclamations ❑ Request for Purchase ❑ Resolution ❑Recommendation ❑Professional Serv/Consultant ❑Support Letter ❑Surplus Req. ❑Tax Levies ❑Thank You's ❑Tax Title Property ❑WSLCB ou Z Term, cost, etc.) Request to purchase Gallup for the Sheriffs Office. BOCC Training Budget Or, possibly share the cost. Initial investment is $15,175 then $12,675 p/year. BOCC Training Budget Code - Fund 105-001.00.0000.510604917 If necessary, was this document reviewed by accounting? * YES ❑ NO ❑ N/A If necessary, was this document reviewed by legal? ❑ YES ® NO ❑ N/A DATE OF ACTION: � 2S� DEFERRED OR CONTINUED TO: APPROVE: DENIED D1: �sr D2: D3: ABSTAIN WITHDRAWN: RECEIVED MAR 11 2025 4/23/24 GRANT COUNTY COMMISSIONERS All GRANT COUNTY W A '5 H I N G T 0 N SHER,liFf"'S OFFICE EMPLOYEE ENGAGEMENT PARTNERSHIP G,aLLiJP •Workplace Anal icsTh Global Leader In Gallu e.Y..ry..�. and Advice STRENGTHSHuman IT'S MANAGER LEADERSHIP i gfmvgFront Gallup leverages advances in latest research economics, psychology, t um°4,n statistics, sociology and neuroscience to drive performance for enterprises, FROM GALLOP FROM OALLUP governments, hospitals, schools and other institutions across the lobe.- g p � g t ■■sari. j C. Y...nwa..r 6 e Unparalleled Research Experience FIRST, j,I, `F BREAK ALL • 99 /o of the worlds population represented by the World o II THE RULES JOBS BEING "Ai 9H3 H't YiY S MYY.a: k49 � , Tt• Pl- ESrO!•\t9 1 \u,YAae�� �s se=TtscRra+ t ■ ■ ■ - Tq-M RsiH-• Fortune 1000 com anies JIM CLEFT° _ M IiAFartnershi s with over 350 p ; • 50+years of stud in to erformers and leadersstudying stw coo f .. tsw.tlsYY L. YrrtYearr valilap �MmfYM9\iY \snlllaii r■ BORN TO m nislima, sraEetigrwsFiQ�RQ#i over 49 million employee assess e; ltOMGALLUP � NOW NOw E � BUILU . FULL • over 25 million customer assessments �� covER l Is YOUR $ R�Wro■■u■� �- YOUR STRENGTHS � � 9MRlY1M0 eTrRru►l Nrwrts■ BUCKET? 4 t wi.alR6 TYa■, New cusYarrss ■ ■ • ; , ,w+w.-. �.-...� ems. n. ••••r• ��' iYv, :re_Y� �:.. t ; AND Y9YY REST LRI INA0110AI Ya if nStrengths assessments FROM OALL111more than 30 million CI to- CUtterSTs�npM' A+N■sm«r 'Y'w{`t';" !IM CitFTOti x r- ,,�.� •, � �i_f1NiEE7A tlY3U, • 11 international bestselling books by Gallup - 7 ■ in RONA (Nm..Lupvalidated en a ement metric BREAKING THENmost heavilyresearched, g g1 STRENGTHS a� wEL�zBEING the world ' _�'� ■ A BARRIER~ to Bu,�, pi,i Extensive government Expertise and partnerships with hundredsf �����$ illdtl— of local city/county/state agencies At Gallup, We Create Exceptional Workplaces. ANALYTICS We measure what matters. ADVICE We turn meaningful insights into practical action. LEARNING We equip leaders and managers for team -based transformation. CHANGE ENABLEMENT We support YOU to integrate solutions and drive real results. CONVENTIONAL Isolated HR Initiative One -Time Sentiment Review Emphasis on Data and Scores Happiness and Satisfaction Copyright © 2022 Gallup, Inc. All rights reserved. GALLUP Integrated Business Imperative Ongoing Performance Management Focus on Development of Managers and Employees Engagement, Performance and Business Results GALLUP Managers Are Key to High Engagement Although world and work environments have changed, human nature hasn't. Employees need exceptional leaders who act as coaches to help keep engagement high. THE PAST OUR FUTURE M My Paycheck FROM BOSS TO My Satisfaction COACH My Boss My Annual Review My Weaknesses My Job My Purpose My Development My Coach My Ongoing Conversations My Strengths My Life n u The Items That Matter for Engagement — Gallup's Q121" ENGAGEMENT ELEMENT GROWTH Q12. This last year, I have had opportunities at work to learn and grow. How do I grow? Q11. In the last six months, someone at work has talked to me about my progress. Q 10. 1 have a best friend at work. TEAMWORK Q09. My associates or fellow employees are committed to doing quality work. Do I belong? Q08. The mission or purpose of my company makes me feel my job is important. Q07. At work, my opinions seem to count. Q06. There is someone at work who encourages my development. EMPLOYEE NEED Challenge me. Help me review my contributions. Help me build mutual trust. Help me feel proud. Help me see my importance. Hear me. Help me grow. INDIVIDUAL CONTRIBUTION 005. My supervisor, or someone at work, seems to care about me as a person. Care about me. What dolgive? Q04. In the last seven days, I have received recognition or praise for doing good work. Help me see my value. Q03. At work, I have the opportunity to do what I do best every day. Know me. -------------------------- Q02. I have the materials and equipment I need to do my work right. Free me from unnecessary stress. BASIC NEEDS What do I get? Q01. I know what is expected of me at work. Focus me. OVERALL SATISFACTION Q00. How satisfied are you with your company as a place to work? Expanding and Resources to Leaders Gallup Access offers holistic listening capabilities apa t s a w(,)ss « variety oworkplace topics, wi uhelping 1pi gorganizations gni ation. me � andimprove engagement while discovering insights l gwith stateg pillars and organizational objectives. or e than workplace questions are preloaded into the platformiassociated a M �� „ henc l..1 m ks for ongoing � g se in census and pulse .. rves Diversity, Pay and Accountability Collaboration Equity and Innovation Compensation Sustainability Inclusion Employee Performance Systems and Agility Communication Leadership Evaluation and Procedures Retention Appraisal Company Manager/ Performance Burnout AdvocacyEmpowerment Supervisor Feedback Teamwork Effectiveness Business Mission/ Physician Direction/ Creativity ESG Vision/Values Engagement Trust Strategy Career Culture of Exit/De arture Nursing Remote Work Wellbeing Advancement Performance p Change Customer Expectations, Work/Life ent Centricit Priorities and Onboarding Safety Balance Manag�m _ y Goals Customer Patient Safety Strengths - Coaching Service Healthcare y Based Culture Additionally, Leadership Insights Guides are available with team discussion prompts, individual conversation starters and recommended actions for ... • Wellbeing • Remote Work Effectiveness • Culture of Inclusion • ESG and Sustainability AND MORE ... }} �.♦ a'�Vaaa.r wri�rrt. _1 Kay �rlb �.►..�-aa�.aw ��+�.�+`� M+ r r The Critical Importance of Conversations The Silver Bullet: Gallup recommends managers have at least one n7eanin q f uf - I conversation with each employee per week. of employees who report receiving meaningful feedback in the past week are engaged. of employees say the last conversation with their manager was extremely meaningful. Teams With Higher Employee Engagement Perform Better on All Business Outcomes 10% Percent Differences in Outcomes Between Top -Quartile and Bottom -Quartile Teams 18% 14% 23% 70% 22% in customer in productivity in productivity in profitability in wellbeing in organizational loyalty/engagement (sales) (production records (net thriving employees) citizenship and evaluations) (participation) Positive Outcomes 58 /o1 8 /o 63% 5 /o 278 /o 21% 32% in absenteeism in turnover in turnover in shrinkage in safety incidents in patient in quality (for high -turnover (for low -turnover (theft) (accidents) safety incidents (defects) organizations) organizations) (mortality and falls) Negative Outcomes Source: The Relationship Between Engagement at Work and Organizational Outcomes. 2024 Q 11'�' Meta -Analysis: 11f" Edition Note: The above figures are median percent differences across companies in Gallup's database. F igh-turnover organizations are those with more than 40% annualized turnover. Low -turnover organizations are those with 40% or lower annualized turnover. Gallup's Q12"` Database RESPONSES RESPONDENTS W0RKUKUUFb INDUSTRIES CLIENTS I RESPONDENTS BUSINESS UNITS RESPONDENTS BUSINESS UNITS Copyright 2022 Gallup, Inc. All rights reserved. CLIENTS CLIENTS GALLUP Best -Practice Engagement Program: Developing a Thriving Culture through Employee Engage ment at Grant County Sheriff's Office w �+GRANT COUNTY V ,A 5 CI t N 6 t' U N . °.' S"FRtFF'8 OFFICE I GALLUP The Focus Build Trust & Alignment: Generating buy -in and building trust throughout the Sheriff's office. Engage and align leaders and managers with the tools they need to drive engagement within their group. Develop a clear communication strategy that speaks to thE purpose and intent of the survey. 2. Assess: Measuring what matters. Asking meaningful questions to get at the heart of the employee experience within the Sheriff's office. Produce actionable and impactful insights in an easy to digest format, to inform key actions and priorities to improve the agency. 3. Equip & Act: Equip leaders and teams with meaningful insights into their people and provide guidance and support on how to powerfully respond. Supporting mangers in havin,li meaningful conversations, creating action plans, and acting on the results. Best -Practice Engagement Partnership at Grant County Sheri,f,�'s O,�ice Program Kickoff: Alignment and Equipping • For Leaders, Managers, and Supervisors: Driving Engagement Grounding Session (60 minutes, virtual) -- Outcome: Equip people -leaders with knowledge, support, and tools to understand and meet their employees needs + be drivers of engagement within their teams Pre -Survey • Development of best -practice communication strategy to determine target audiences and assist with messaging, sharing Gallup's communication guide and pre/post-survey examples. • Gallup Experts advise on survey design to ask the right questions to produce meaningful insights, developing a best -practice survey. During -Survey • Implementation support from Gallup including quality checks, respondent list checking, cleaning and verification, configuration of roles for results rollout and importing translations for non-standard questions. • Opening/Closing of Survey, Reminders, and Participation Support Best -Practice Engagement Partnership at Grant County Sherif*fs Office Post -Survey: Insights, Action, Ongoing Support • Executive Insights Session. Gallup Subject Matter Expert meets with the leadership team to discuss insights into the office's Q12 engagement results. The consultant equips leaders with actionable recommendations and dynamic insights into the survey data, facilitating a conversation to identify office's key priorities and action items to drive employee engagement and performance. Manager Resources & Demo for Managers. Equipping managers with the insights and tools to help them understand their personalized team insights and use Gallup Access action planning and resources to facilitate meaningful conversations. Training and Development for People Managers: Conversations that Matter • Outcomes: Equips managers to transform their everyday conversations into meaningful connects — individualizing their approach to their people's strengths, providing feedback, managing with an engagement focus, building accountability, and leading effective team huddle conversations • Format: 4x 1-hr virtual equipping sessions with resources, tools, and conversation guides to put things into practice between sessions and then to come back, share best -practices, and be further equipped in a different area. This makes things applicable and creates ongoing momentum and sustainability. Continuing p p Impact: Examples of Ways Gallup Partners with Similar Local Governments Post -Survey — Leader/manager 1x1 coaching — Facilitating action planning sessions — Developing leaders and managers (workshops, in-depth instruction, learning in action, coaching, cohort connects, etc.) p g Is Best -Practice EngagementParinership at Grant County Sheriff's Office - Building Trust & Alignment $2,500 (standard, non -recorded) • Leader & Manager Grounding Session - Driving Employee Engagement for Managers OR $5, 000 (includes prep -call to align on focus, audience, goals + recording) Assess - Gallup Access + Implementation Support • Full white -glove support and partnership for census -engagement survey Platform Fee: $7, 1001yr • Unlimited access to pulse surveying and Gallup -validated question bank, database Implementation & Support: $25,0001yr comparisons, manager development resources, action planning, and ongoing connects. Equip & Act • Results Reveal with Key Project Team Included • Executive Leadership Presentation and Action Planning Session Included • Manager Demo/Resource Session Included • Conversations that Matter - Manager Development Journey $10,5001cohort of up to 25 managers/supervisors Optional Deliverables • Coaching and Development for Leaders and Managers • Front -Line Supervisor Equipping • Action -Planning Facilitation and Support • Business Impact Analysis (mapping engagement results to KPIs) Gallup-Equipped'. Intornally-Led En a ement Survey A - 010 1 Building Trust & Alignment: Gallup -Kickoff non -recorded webinar • Driving Employee Engagement Webinar for Leaders and Managers (1hr virtual, Gallup -led $2,500 -standard, kickoff) (or $5, 000 for more tailored webinar with recording) Assess: Gallup Access Business — Gallup -trained, Internally -led • Internally -led engagement survey for 140 people with live training & resources from Gallup $7,100 • Unlimited access to pulse surveying and Gallup -validated question bank, database comparisons, manager development resources, action planning, and ongoing connects. Equip & Act • Results Walkthrough with Key Project Team + Follow -Up Recommendations & Resources $1,080 • Manager Training Session — 1hr virtual session walking managers through how to read their $1,615 results, access resources, and create action plans. $2,880 (8 consulting hours) • Ongoing Partnership & Support ($360/hr) rOptional Deliverables • Coaching and Development for Leaders and Managers • Front -Line Supervisor Equipping • Action -Planning Facilitation and Support • Business Impact Analysis (mapping engagement results to KPIs) a CL 0 CL L 0 CL cn T Gallup Access Dashboard and Reporting • user-friendly dashboard with daily updated engagement advice and recommended next steps available to all users • adjustable heat maps to view and sort based on variables that managers care about most • accessibility via computer or mobile device • automated team -level reports that can be exported into PDF and PowerPoint • discreet permissions and views for H R teams, managers and leaders with personalized help guides • multi-lingual support • SSO and API integration Embedded Learning Highlights — Engagement Modules and Resources What's available? • role -based modules for managers and individuals • tailored user journeys guiding managers and individuals to core learning resources • multi -modal microlearning that fits into the busiest of schedules • integrated advice into next steps, turning insights into action • expansive library of Gallup articles and resources • user guides and videos available to support Gallup Access user navigation • monthly microlearning newsletters for managers with insights and actions Gallup Access Ernployee Engagement Manger User ,Journey Buweti r>3 a scrap by -stop k+an,:^� yl.wlk "�ca r.;:ru:lars `ear„ }r:rloak:e:r� 6rry:k�eR6 erlgepvalrau irHrl r1r(&Var"l to us:nrj the Q-1to -1".s ►'r' � �nYnt rr: xf+at}!riau trcs, iiR 7 +•�}crt e+jd :ucikat>rn !±pi 7 !'r5t IOarh aC:4Sr1 p1a:)it^Q ;...nn .' •G5t';,. ,, [;ii.:h siep YiNf +test yUe: IeY1Yr1 muro arYOel[ +101+r erKia{W tt'1e Ory,Y WarrN'.r}.6C rtso,#1 fK10, rraexs.J4�, tr.,,wrrG sane+[ ywr 19&r ar}s how yx.0 as a :•rw•ay/u arw lraW,cars poid,A1,al'•4e.S tlet per!crrnamr sxtnrlgayrrn+rlt �.:. ►. E+wrilrrrr}sntlAsltYti .; fvervorle Plsys r tiWs % WC tads of EMWOV rs Ci1oe 6ri-(}eel En er lml corner Mow a* 17 Ew wraa at Er; a ,K Gallup �+y Eacr, 0,trx r r• r c i�bts c;n+a .Yk��� as k.. a l l u Access rr'11b ::f41Yr:+5+11}ryr1. r 2 KJq I -- I Know What is fir n±rtkrt n+ f�.i iiU2 - I nave ttw Alatanatc nnC Cquq� o �...i ip433 - At Work I e+uw tr}e i'hltxHtLn)y YOUR MANAGER !MINUTE 004 - Ir trw t. nst SOYQR urns I rLrytf t (D Go'-, ,trey supervisor. of swleore 1 Usk; ,.,'I"r wrx Is Somen»e t►r Nklrn Wltl Clarify Expectations 0 Q07 -At Work My 01 uorts SeRm IYeRm tm ? i � i ati • 7'+x+ iJ}a}+}ry1 u+ i+wuYl+ uF 0 010 - I Haw a Be st Friwui at Wom create Results H 011 ^ it, tilt? Last Six + Take the guesswork out of what success looks like in their 012 - Ttde Last Year. I Hew Had Om cote by ctenfymg ex ectaWns for employees. Welcome to the first issue of Manager Minute! VID10 r, Your Full 34 Report, A Road Map fiOCWMtOhdC'i►bYY�a�tititk5tl . Advanced Data Tool Highlights • additional data cuts made after surveys have closed, including advanced filters, cross -variable reporting reviews and indexes • data exports into Excel • data visualizations to quickly identify, compare and analyze team -level data • text analytics with sentiment and cluster analyses • additional export functionality to support diverse advanced analytics needs MOveriew Ques'jons Heatn�iap All Reporting Group I , All Reporting Group 2 All Clear Results Change Management Index Collaboration Index Accountability Index Change Totai Change Total Chance r i..q Total Ke N spondents 0 (Recast) Respondents .26 1.00 5.00 -0.02 526 Astrornech Engineering Q4 VIEW DETAILS C31? %'ex� Employ" EnUagenwnt Li"Resilience Index Mean1 )tal ChanUe Total .spondents % 4fRecast) Respondonts .16 77 N. �26 1.00 5 0.03 526 VIEW DETAILS 4, ;i. 0.07 40,980 POGWIM aim 791h taeprtrrnt FuN iliMao Y01t id34 . tl9 3""9 6.411 J AU C= 17.� tw ml. of 4ww M 0 97 FO *fIett 012 lulms (D W's Own $4))*M Action Planning Highlights • guided setup wizard to tie action planning to team and organizational goals • readily available user-friendly action planning templates with embedded learning • task assignment and collaboration options within teams • ability to track action plans' progress at local and global levels !OVICR AWL Make a list of goals you want to achieve that will inspire you. ::.;c;;�w,'vo;:;ct:;;i:r.nls(;,�<.ts Yc).,;�;rsv�,�. ba axNi rsaM t3 taem traastxemtly:U»a tatia aria an mtRlWTle ytxuraelt'th�;N ,.,,,`e, ,�y.:: �;�.,. .., i „a�,g)liurl xa7�+.<tv: xwrW,+Ua:it�N iriarza.:a•art tksw'fJ,.,�e;nat r.MtaxX5 �r\eckimxs, yevJ aax lYauw� t.o-.ata,nr, Ji34 MMY,'i cliftonStrengths Individual Learning Journey gxsvtt araut+t.Ttx... o taarr ar a Your C33ftonStrengths PtWjs #x aW iunalay talaOWd to OW WW urama Oars VW 0-4- t9e at M"Ung new : 1, Woo pypparp.WrSf wrassng ltxeen cxrsr, They tlariwa saalaFOMXn t,qm W sarting thane And m+Bd:Narq a a:i7rrW°t kua wIt%`%Imeime.. i'aa{:Is w,aptktnaty aakwlled io the NWIA then'+s txawx s need W sxaiiftt Me d WthN* '�. input2?;,'y -*ACttirna.aiet{e n N rratiOn Nkana. arrVOC1al?r Pura TeWOxmstV$ Copyright Standards This document contains proprietary research, copyrighted materials and literary property, of Gallup, Inc. It is for the guidance of your organization only and is not to be copied, quoted, published or divulged to others outside your organization. All of Gallup, Inc.'s content is protected by copyright. Neither the client nor the participants shall copy, modify, resell, reuse or distribute the program materials beyond the scope of what is agreed upon in writing by Gallup, Inc. Any violation of this Agreement shall be considered a breach of contract and misuse of Gallup, Inc. is intellectual property. This document is of great value to Gallup, Inc. Accordingly, international and domestic laws and penalties guaranteeing patent, copyright, trademark and trade secret protection safeguard the ideas, concepts and recommendations related within this document. No changes may be made to this document without the express written permission of Gallup, Inc. Gallup°, Accountability IndeXTM, CliftonStrengths° and each of the 34 CliftonStrengths theme names, and Q120 are trademarks of Gallup, Inc. 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