Advancing and Sustaining Leader Development Activities at Penn-Mar Human Services Jen Skelly, Director of PA Operations
ANCOR LEADERSHIP ACADEMY 2025 CAPSTONE PRESENTATION
Capstone Objectives & Significance
Project Overview • Expand impact of Belonging Initiative as we leverage our differences with a
focus on: Connection, Leadership Engagement, and Consistent Practices
• Define and organize our commitment to continuing professional development and align our related activities to support that commitment Develop the current state of the supervisory and non-DSP professional development activities at Penn-Mar Develop Penn-Mar’s professional development model for the future Determine how we will integrate individual development activities with Penn-Mar’s performance management process and system Deploy Penn-Mar’s professional development models of the future
Key Findings & Outcomes • Created and co-chair Belonging Council: The council's main role is to create a workplace where all team members feel respected, valued, heard, and empowered • Created DEIAB policy • Created Council Charter • Creation of workgroups (65% DSP representation) • Team Member connections through socialization • Team Member connections through learning • Team Member connections through consistent practices • Team Members connections through communication • Introduced floating holiday • DEIAB training for supervisors • DEIAB training for all (coming soon) • Exploring a new position “success coach” • Team member surveys (will compare to previous survey data) • Data to evaluate our progress
Key Findings & Outcomes Define and organize our commitment to continuing professional development and align our related activities to support that commitment • Inventory of everything we currently do for professional development • Identified gaps • Identified future resources to fill gaps • Gained commitment from all Department Directors • Ensure people resources needed to expand DSP credentialling and Front-Line Supervisor credentialling • Expand the Professional Development Program and share data showing its success (91.9% retention rate; 38% promotion rate)
Leadership Reflection
Impact & Future Directions
Consulting Opportunities
April 2025 - leading a session on Formalized Leadership Development for Maryland Works Leadership Seminar Program
Leadership Sustainment Activities
Supporting young people with disabilities to transition from youth to adulthood, and age-appropriate services.
Co-Chair Belonging Council
Cultivate a deep sense of belonging and inclusion within the organization by fostering strong connections among team members
Published Article on Professional Development Program
Trained mentors teach advocacy skills and share their personal experiences and insights.
Expand My Network & Voice I WILL prioritize improving my LinkedIn profile and utilize the platform to share my passion for leader development and expand my network
Formal DEAIB Training
2025 will include expanded formal training on DEAIB for the entire organization.
Strategic Plan
We will see any remaining strategic plan objectives regarding leadership development through to completion with the goal of Penn-Mar’s Leadership Development Program becoming routine work rather than strategic work
Questions