Management Process Improvement

Jane-Alyse Von Ohlen 609-***-****

**********@*****.***

Significant Accomplishments

For over 14 years, as a Learning and OD Director focused on Talent

Management, I have coached executives, built corporate universities,

created comprehensive talent management programs, opened a new hospital,

facilitated the merger of two organizations and redesigned departments

including positions and processes with measured results. Selected

successes are highlighted below:

. Designed and implemented a rigorous and comprehensive Talent

Management strategy, including a yearly Talent Review. Based on the

leadership competencies, it became the linchpin for all "people

systems"; talent identification, performance, development, reward and

succession planning.

. Led a whole scale change initiative after discussing compelling, multi-

source data with the senior executive team. The CEO sponsored

initiative, targeted management engagement and bridging the ever-

widening gap between management and executives, progress was monitored

and achieved. Tactics were put in place to ensure the changes would

be sustained, including periodic monitoring.

. Created workforce systems in alignment with Baldrige criteria and

actively participated as a member of the Baldrige application team.

One process is expected to become a Baldrige Best Practice.

. Assessed, validated and wrote management competencies with identified

behaviors. Integrated the competencies into existing systems and

executed an engaging executive-led rollout program.

. Strategized a culture of service plan for inpatient units with a step

by step implementation guide, tools, training resources, validation of

tool application and meeting outlines.

. Pioneered organization culture change "Creating a Culture of

Excellence" strategy, cascading implementation plan with four phases,

training outlines for executives, management and employees at each

phase, tools each with a validation of use, executive talking points,

evidence based research on the "why" for each tactic, resources and

aligned systems and structures to support the changes.

. Core team member to open new hospital with responsibility for pre-

opening process defining employee competency based skills education,

creating a cohesive management team through on-boarding and management

skill development, creating a lasting hospital culture aligned with

health system mission, vision, values and new hospital senior VP

vision and goals.

. Within 1 year built an internal corporate university and increased

leadership training by 80% employee training by 100% while reducing

the budget by 25%.

. Using evidence based research, redesigned and deployed a nursing unit

based leadership structure to 14 units resulting in increased

leadership presence and quality scores. Deployment included; a

communication plan, peer interview process, onboarding for new roles,

ongoing skills training and monitoring the progress.

. Diagnosed ED consistent low employee and patient satisfaction scores,

then using evidence based research, designed and deployed a new

leadership model with specific training and tools on employee

engagement and commitment. Resulted in over 50% increase in employee

satisfaction within 4 months and patient satisfaction in 7 months.

. Re-launched School of Leadership Development with Leadership Immersion

Cohorts, realizing a 20.8% increase in the management dimension of

employee engagement scores.

. Facilitated the design of a new Inpatient Nursing Care delivery model

for Surgical Units. Based on identified barriers, led a patient

discharge process improvement project, currently in pilot phase.

. Reshaped Patient flow, targeting the nursing supervisor role and

redefining it as a patient flow coordinator role. Resulted in

appropriate patient placement, decreased ED wait times and ED holds.

. Organizational redesign to a matrix structure of service lines/centers

of excellence. Crafted transition plans on the macro level working

with hospital senior VPs and on the micro level with newly appointed

service line directors. Implemented a standard service line team

formation process based on change management principles.

Professional Experience

Mary Washington Healthcare, Fredericksburg, VA

4/2007 - 9/2012

Director Learning, OD, Talent Management

. Predicted customer future needs using strategic planning data and new

training trends resulting in alternative learning methods specifically

designed for customer capabilities

. Designed catalyst, an executive development program. Together with

the CEO created and facilitated each year's curriculum based on

organizational strategy and executive learning needs.

. Designed and facilitated system wide learning, problem-solving and

goal planning events, aligned with organizational strategy, together

with the CEO

. Partnered with executives to create a beneficial executive coaching

program

. Actively led OD interventions and mentored others to lead

interventions

. Set the vision for employee and management high potentials programs

. Spearheaded a cross functional task force to define employee

engagement. Outcome included a stratified approach consisting of;

organizational elements or drivers, specific management behaviors and

skills, and employee role definition and partnership

. Designed and co-facilitated a yearlong Physician Leadership

Development program

. Designed an employee onboarding program

. Managed multiple budgets

. Instructional design for Lean Certification curriculum

. Led an multi-disciplinary Employee Advisory Group

. Managed the Internal Communications department including; message

strategy, Town Halls, managers meetings and production of a quarterly

newsletter

. Created and implemented an internal branding strategy

GE Energy, Schenectady, NY

2/2005 - 3/2007

Consultant, Change Strategy and Deployment

Leadership Development

. Consulted with executive teams of global companies to strategize the

vision and execution for process improvement and organizational change

initiatives

. Worked with global organizations on corporate culture

. Designed and implemented strategic employee change initiatives

. Created instructional design materials for GE and client organizations

. Led people and organizational processes to build leadership quality

and growth

. Developed employee capabilities for process improvement and change

methodologies that promote acceptance and acceleration

. Experience managing multiple accounts each with significant budgets

. Designed, trained, mentored and launched train-the-trainer programs

with a global audience

. Mentored global change coaches in the business application of a

learned change process

Virtua Health, Marlton, NJ

2/1999 - 7/2004

Training and Development Director

Training and Development Manager

Training and Organizational Development Consultant

. Collaborated with senior management and employees in a newly merged

environment to create the strategic direction including

mission/vision/values

. Key member of the executive team to design and deploy a Human

Resources Corporate Services Model

. Designed, launched and managed an internal Corporate University

. Partnered with Human Resources to design an HR consulting/performance

management division

. Designed and executed an ROI plan for a corporate university

. Coached employees on Employee Opinion Survey results to implement

change-driven action plans

. Designed and implemented the Leadership Certification Program

incorporating prework, online follow-up and behavioral evaluations

. Designed, facilitated, and managed organizational development

interventions

. Facilitated Leadership and Employee Development, Process Improvement,

Organizational Change and Train-the-Trainer Courses Nationwide

. Consulted with managers to develop strategies and learning programs to

meet operational goals. Measured outcomes and evaluated performance

improvements

Memorial Health Alliance, Mount Holly, NJ

2/1998 - 2/1999

Organizational Effectiveness Consultant

. Conducted needs assessments, designed and delivered employee and

manager training

. Responsible for mandatory education including, in-services and

computer based learning modules

. Oversaw learning management system

. Created and ran regulatory readiness campaigns in preparation for

surveys

. Mentored staff on project planning and how to have productive meetings

. Facilitated problem-solving teams

. Planned and managed all company employee events

Education

St. Joseph's University, Philadelphia, PA

Master of Science, Training and Organizational Development May 1998

Master's Certificate Organizational Psychology May 2004

Marist College, Poughkeepsie, NY

Bachelor of Science, Human Resource Management May 1995

Certifications

Lean Green Belt Firo-B

GE Master Change Agent DISC

GE Work-Out Coach Myers Briggs Certified Trainer

Six-Sigma Greenbelt Whole-Scale Change

Development Dimensions International (DDI)

Speaking Engagements

. Leading with Emotional Intelligence, Network of Enterprising Women

. Best Practices for Collaboration - Healthcare Finance & Information

Technology, Healthcare Information Management Systems and Finance

Management Association VA Conference

. Annual Board Retreat, Fredericksburg Chamber of Commerce

. Best Practices of WorkOut and Six-Sigma, GE Leadership Institute

. Reaching STARS - Metrics & Action to Achieve Performance, HR

Measurement in Healthcare Conference

. Fierce Conversations, HealthSouth Leadership Team Retreat

. Mentor Relationship-Is it Right for You, panel moderator Women's

Colloquium UMW

. Board Planning Retreat, Virginia March of Dimes

. WorkOut and CAP in HealthCare, Good Samaritan Hospital

. Secrets for Getting Your Employees to Accept and Implement Change, Tri-

State HR Association

. Learning Can Be Fun, Mercer County College Faculty Dinner

. Shake-It, Break-It, Put It Back Together - Creativity to your Teaching

Style, Mercer County College

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