US Department of Agriculture - Cultural Transformation Initiative

Uploaded by usda on 19.09.2011

Secretary Vilsack: Since coming to USDA, I've had the opportunity
to visit with thousands of employees
and everywhere I go I'm impressed by their
commitment to making the department a high performing
organization that is open and responsive,
more inclusive and effective.
To further help work towards that goal,
I've launched a Cultural Transformation at USDA.
This process is helping our employees and the department
become a better workplace and service provider
and preparing us to meet future challenges.
I want you to know that I'm deeply committed to
this process - and that you'll hear
from the USDA employees in this video.
Our work towards Cultural Transformation
has the potential to make all the difference
in our work to serve the American people.
Dr. Hobbs: Hello my name is Alma Hobbs,
Associate Assistant Secretary for Administration
and the Chair of the Cultural Transformation Initiative.
I want to thank you for stopping by
and as you will see,
we are creating a 21st Century USDA
through the Cultural Transformation Initiative.
Simply put, cultural transformation is the process
of creating a workplace where all employees and customers
are treated with dignity, respect and provided
the opportunity for success.
Yes we are enhancing our performances,
programs and services for employees and customers
by focusing on solutions for the 21st Century
including diversity, inclusion and accessibility.
The content of this video will address
five key components that are driving
the Cultural Transformation process.
They include: Leadership; Talent Management;
Employee Development; Recruitment and Retention;
and Customer Focus and Community Outreach.
Now, we'll like to have you hear from some USDA employees
about their experiences with cultural transformation.
Dr. Sutch: The way the Secretary presents it is,
it's not just diversity, it's not just training,
it's not just looking at new employees coming onboard,
it's not just looking at student interns.
We're actually trying to implement
an entire cultural change.
Ms. Muse: The Secretary has shown so much passion
around this subject of cultural transformation
and that he is really sincere
and it's felt across the agency.
Mr. Dolcini: You know the federal workforce is a large
and sometimes monolithic creature and to the degree
that we can take the Cultural Transformation Initiative
that the Secretary and others
at the department have talked about
and really engage our folks at the ground level
is critically important for our future.
Ms. Clark: As soon as I went to the first
listening session with Secretary Vilsack,
it inspired me to reach out in my community
and start working more and take on a leadership role.
Mr. Milton: I can say this,
over the last two years, I have seen
more positive change and transformation of USDA
than I did in my previous nine years together.
Ms. Jones: First we have senior leadership
very committed to taking USDA in a new direction
and that's been very positive.
Mr. Shorty: It demonstrates that leadership has been
responsive as being inquisitive about the needs
of our employees and I think that that's
going to help make a stronger USDA.
Ms. Bickes: I've been with Rural Development,
formerly Farmers Home Administration,
for twenty-three years.
I have never had the Secretary of Agriculture
come to any location out in the field
and speak to the employees.
I hope the Secretary knows how the employees valued that.
Ms. Rowe: So the employees have looked
for ways to not only increase our efficiency
in the work that we do but create an environment
that allows all of us to feel as though
we have a contribution whether it is to our work
as well as to the the overall cultural
change in our organization.
Ms. Howard I myself am going through a leadership
program and it has really helped me become
self aware of myself and how I interact
and communicate with other individuals.
Mr. Finberg: We live in a very diverse country and world
and if we're going to innovate,
if we're going to be competitive,
if we're going to stay sharp in this
global competition, if we're going to
"win the future," as the President says,
we need to be at the best of our game.
Ms. Hill: My agency has helped new talent management
by affording me opportunities to detail to
different sections and branches of our agency.
Ms. Jones: Diversity and inclusion is
a passion of mine, so when I heard about
the transformation initiative, I was really excited
about it and I can see where it can really drive
the USDA into promoting a family.
Mr. Alston: I am excited about the Cultural Transformation,
dealing with people, process and policies
to make the necessary changes for the future.
Not only for the department but also
for America and the people we serve,
the American farmers and ranchers.
Ms. Wise: There is an excitement and enthusiasm
about Cultural Transformation because
it brings to our organization more of
a one-on-one like we want to be.
We want to be a family, a team, not just employees.
Ms. Carrasco: Under Cultural Transformation
we are trying to make things better
for our customers and for our employees and I am
very happy that the Secretary has laid
this vision for us and I'm very proud
to be part of this initiative.
Mr. Wooten: Everybody is going to become
more aware of USDA. Our employees are going
to become more aware of what's available.
Our customers are going to become
more aware of what's available.
And as we do this, we are going to be able to reach
new groups, new people that we traditionally
do not have come in to visit our office.
Ms.Ferguson: And we're such a large department
and we do diversed, we have diverse programs and that's
what's so exciting. So when I get to go to
a community and I get to share all the things
that Rural Development has to offer, they'll say
"I didn't know the USDA could do that".
Mr. Diez: The decisions that impact our employees
and our customers that we give them a voice,
that we not only treat them with dignity and respect,
just for the common courtesies of
how are you today, but that we
in fact listen, that we look them in the eye,
that we're open to their suggestions.
Mr. Davis: Me, being a new employee gives me
the opportunity and as well as being on the other side of
the table, being a farmer, then coming to the agency
to serve farmers. I like just giving
the opportunity to be a part of this and to see how
not only it can help me, working with
my fellow employees but also serving the farmer.
Ms. Ruch: I think Cultural Transformation
will guide our agency in the next two years
maybe on new policies and procedures that will help
employees perform better and do a better job
working with our customers.
Ms. Bramblett: I believe that Cultural Transformation
can become a philosophical transformation where people
embrace customer service. That's one of my passions.
I'm very passionate about customer service and part
of that, as my customers are internal and external
is helping the employees do their job
more efficiently and effectively.
Mr. Tillman: I serve the people in my position,
and I love being a part of the team,
I love being a part of the process.
And what I do is I insure, and I work with every employee,
and I listen. I ensure they have the resources
to help them do what they want to do
and that is to help our customers,
to help them meet their needs and address
their resource concerns. I love what I do.
Ms. Samman: Cultural transformation for my staff
and for all the people that I work with
has been the right thing to do,
if I may say that. So thank you.
Ms. Magbanaua: As part of the different areas
under the Cultural Transformation process,
we'll be able to show respect and dignity
not just to the employees and customers
but also at the same time,
give opportunities to the employees.
Mr. Thompson: Being able to get training opportunities,
issues of diversity and what that means to the agency,
to hear that for the very first time,
and it wasn't then espoused by somebody who is carrying
the water so to speak for the Secretary
but people who have a true interest in
jumping on board and making it happen.
At that point I knew we had arrived as an agency.
Ms. Guerro: We're going to start thinking about how
we can empower employees, I think that's amazing.
Mr. Hines: Within my agency, Rural Revelopment,
I believe it has been a smooth transition, we have begun
to see the results of training opportunities
and employees being excited about the opportunities
for upward mobility and promotions.
Ms. Guo: I think it's important for each USDA
employee to practice Cultural Transformation
because that's how Cultural Transformation
as an initiative can take root.
Ms.Cronin: When I think of Cultural Transformation
I'm thinking about the energy that people have
and the energy that people give to the organization
and that comes from the heart
and that comes from the individuals.
Ms. Sifuentes-Cairns: I do like how it is going to
focus on employee development and training.
How we're going to create a team that is focused
on its purpose, that everybody is integral
to meeting the mission.
Mr. Farland: I'm finding it's something exciting,
something I know that employees will be as
excited about. Something that I know
that we can use in the state office, in the field
to help a lot of our employees
to become successful.
Ms. Alexander: I think that the employees will benefit
because they will be equal opportunity for promotion.
I think that the morale of the employees will be
higher and the turnover rate will be less.
And I think that because the employees are happy,
they will be more equipped to serve the customers.
>>I think that the initiative gives us
the focus so that we are pro-actively recruiting
and engaging in creating programs
that are inclusive, they are welcoming and they
are also integrating all the cultural differences
and community differences in such a large, urban area.
Mr. Brown: I think Cultural Transformation
will be good especially at my age, a lot of
the workforce will be retiring soon and that
they're going to be looking for people like myself
and the whole cultural transformation phase
will be great because people in my age group
will be able to bring things to the table
that's maybe a little bit different.
Mr. Park: Make sure that as we recruit and as we
bring people onboard to our agency that the hiring
officials have already had an opportunity to assess
all their options in terms of hiring.
Have they looked at the disability options
and the veterans and other means of diversity
so that we get the best qualified people
into our agency as well as ensure that our agency
mirrors our country.
Mr. Mina: The flexibility that allows
to recruit the top-notch people to do the job
while allowing them to have
a flexible work schedule, flexible benefits -
and it's not a strict 9-5 job or 9-5 reporting in the office.
Ms. Seay: Once an employee feels valued,
and involved, that helps them better
be able to do their job and helps management
focus on what's important.
Mr. Ramdash: We do have an active campaign where
we are working with the Office of Communications
so we can communicate what opportunities are
available within USDA.
Dr. Hobbs: Thank you for joining us
in the Cultural Transformation video
and we hope that together,
we can create a twenty-first century USDA.