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Adapting to Changes:

evaluation and planning allows programs to change as the needs of the agency
change. (Note that the evaluation of the program is in relation to agency
needs, maintaining the continuing connection to agency self-evaluation.) During
the second year of CLP, strategic planning listening sessions were being
conducted internally and externally to LCCS. One of the concerns heard
repeatedly from staff members was that more orientation was needed for new
workers. During the last two years, the agency had added many new social
workers and was constantly recruiting new personnel. In addition, the agency,
as part of its strategic planning and continuous improvement processes, had
codified its values in the following PRIDE statement:

P is for

R is
for Responsibility

I is
for Initiative

D is
for Directedness

E is
for Effectiveness

Given the need for improved orientation
for new workers and the acceptance of agency-wide values, the decision was made
to transition the CLP into the PRIDE orientation program. New staff members
would spend one day in a training session devoted to each of the five value
statements. The PRIDE program is offered twice a year to make sure that new
workers become acquainted with the agency in a timely manner and understand
from the beginning the values underpinning the agency’s work. In addition, new
staff members can learn about the agency’s internal operations and begin to
associate faces with names and job responsibilities. Forming a support network from
the very beginning of employment was also a critical concern in developing the
PRIDE program. (If you want to know more about this initiative between LCCS and
LCCC, feel free to contact:,, or

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