People and Culture
Our People are our
We are committed to providing a high-quality work experience. As the organization continues on its journey of renewal, our efforts to support this goal have evolved. This year we are focused on weaving our new Purpose, Values & Principles (PVP) into the fabric of UHN, while building the foundations that prepare our people and organizational culture for the future. As a result, we have shifted the language in this foundational Area of Focus to better reflect what this work is about: our People and Culture.
We will continue efforts to build trusting and productive work relationships through continued focus on Respect & Civility@Work, Crucial Conversations, and skills building programs that enable people to have constructive dialogue.
embedding UHN's Purpose, Values & Principles:
UHN’s PVP is more than just a statement – it reflects who we are as an organization. This year we will focus on embedding our PVP into the culture of the organization through Human Resources programs and practices. Our PVP will guide how we recruit as well as how we assess and manage performance.
A culture of Leadership:
A key factor in the success of organizations is the strength of their leadership. What is needed from leaders is changing as UHN evolves. This year, we will focus on identifying new leadership competencies, expanding and standardizing leadership development programs across the organization, as well as create a new physician orientation program to build capabilities needed to lead UHN into the future.
Supporting Organizational Change:
Change management is a core competency needed to support UHN’s renewal. We will identify simple tools for leaders to provide clarity for staff and support for new practices. Secondly, we will create a model and tools to guide those planning initiatives to improve their implementations.
Effective team functioning is foundational to our Areas of Focus, the confidence of patients, and employee engagement. We will identify approaches for building cohesive teams, increasing team ‘helping’ behaviors, improving hand-offs between teams, and building agile teams for a transformed UHN.
- Build UHN leadership capacity
- Cultivate the culture that supports UHN’s Strategy
- Support UHN’s organizational renewal
- Develop a change management model
- Define leadership skills and capabilities for management and physicians
- Implement an expanded UHN leadership curriculum
- Launch a New Physician Orientation program
- Embed the PVP into UHN’s workplace culture
- Expand efforts to improve work relationships
- Research, select and pilot a model to promote teamwork
- Continue to focus on physician leader quality improvement
The need to work with leaders and build our capacity for change leadership is growing, especially as UHN continues on its journey of renewal. We are excited by the growth that this change symbolizes. This quarter, we made significant progress on creating further organizational alignment—specifically at the management level—by reinforcing our shared values of patient safety through Just Culture. More than 450 leaders are now positioned to help build a culture that assesses failure free of shame and blame at UHN. Next steps are to research best practices relating to leadership models and development, as well as the workforce of the future in a digitally enabled healthcare system. Over the next quarter, we will be laying the groundwork for the execution of our three-year People and Culture plan, including how we will embed effective change management practices at UHN.
- PVP video and intranet site launched as resources to embed PVP across UHN
- Educated 450 leaders on Just Culture and furthered our Caring Safely education goals across the organization, including Altum Health
- Delivered inaugural New Physician Orientation session to 27 new physicians in September 2017
- Launched one-day Crucial Conversation option for teams
- Advancing inclusion committees and affiliation groups as part of our work to promote diversity at UHN
- Completed 30% of PQII Physician Quality feedback
- Incorporate PVPs into interview guides and assessment
- Continue development of leadership competencies and curriculum for FY 2018/19
- Gather clarity on new Accreditation requirements for teamwork against current resources to support teams
- Launch change leadership model and approach
Emma Pavlov (Lead)
Executive Vice President, Human Resources and Organizational Development, and Michener Operations
Interim President and CEO
- Venita Indewey
- Catherine Clarke
- Diana Elder
- Kirsten Wendtlandt
- Michelle Vida
*names are still being added/confirmed