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Team Focus |
Team Member [Desired] Attributes (Initial List) |
Anticipated Team Activities and/or Responsibility Areas (Initial List) |
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Team Development and Management
(Agency Implementation Lead) |
- Strong organizational and managerial skills
- Strong communication and interpersonal skills
- Ability to see "the big picture"
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- Coordinate and monitor efforts of the Agency Implementation Teams
- Solicit status reports from Agency teams; synthesize and submit to MARS Central Team
- Participate in Agency Implementation Team planning meetings (both central and local), as requested
- Participate in Leadership Alignment sessions, as requested
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Policies & Procedures |
- Familiarity with existing enterprise-wide and agency-specific administrative services policies and procedures
- Possess or have access to key agency decision makers
- Understand new processes to be implemented and corresponding impacts
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Attend session in which instruction for customization of the Model Policies and Procedures will be provided
Determine level of customization appropriate for respective agency
Customize the enterprise-wide Model Policies and Procedures, ensuring agency applicability
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Training |
- Possess business function knowledge
- Facilitation skills
- Strong communication skills
- Knowledge of training design and development
- Desktop computer knowledge
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- Serve as a point of contact for all training issues
- Help to determine agency training needs, training resources, and training logistics (scheduling, site identification, etc.)
- Assist with the coordination of Prerequisite training
- Participate in training design, delivery, & customization efforts
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Security |
- Familiarity with operations and business needs of the organization
- Knowledgeable about access requirements for MARS end users
- Technical expertise or access to that expertise
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- Complete implementation tasks identified in the Security section of the Agency Implementation Notebook
- Complete security analysis for the agency
- Work with senior leadership to develop security profiles for agency
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Organizational Design |
- Understanding of administrative services structure and how it operates within the organization (budget, financial management, and materials management)
- Possess or have access to key decision makers
- Understand vision for new administrative services
- Possess access to analytical capabilities (e.g. Excel, Access)
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Ensure agency structure is capable of supporting MARS and new redesigned processes
Collect agency level data ("as is" analysis, etc.) and provide it to Agency Implementation Team Leads
Communicate agency organizational design intent to MARS project leadership
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Communication |
- Ability to channel communication throughout agency in a timely manner
- Ability to reach all affected staff either through written or electronic messages
- Broad understanding of agency’s structure and business functions
- Access to the Internet
- Strong written and verbal communication skills
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Serve as a point of contact for all EMPOWER Kentucky MARS communication
Ensure two-way interaction between agency stakeholders & MARS project team
Provide team contacts with monthly communications material to ensure clear, frequent, consistent and (as appropriate) customized messages to agency
Provide agency management with information necessary to anticipate and respond to agency stakeholder concerns
Encourage all impacted staff to take advantage of Web page; provide alternative access for requiring it
Monitor success of communication effort and provide feedback to Central MARS team
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Technical/ Cutover |
- LAN/WAN understanding
- Understanding of existing IT infrastructure
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- Responsible for ensuring that MARS system requirements are met
- Assist with the identification of resources to convert, cleanse, and validate agency-specific cost accounting data
- Assist in design development and validation activities for automated conversions for agency-specific data
- Attend to site preparation (cable, electrical audits, etc.) details
- Monitor implications for agency reporting
- Cutover: attend to "big picture" logistical issues (such as PC procurement, conversion progress, etc.) to ensure agency readiness for July 1, 1999 start of production
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Workforce Transition |
- Well-versed in merit system personnel practices and EMPOWER Kentucky outplacement policy
- Ability to access information (particularly agency personnel data) and maintain confidentiality
- Understanding of respective agency’s administrative structure and staff allocation
(Note: in many instances, the Workforce Transition designee will be the agency’s personnel administrator.)
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- Collect necessary data per provided templates and tools
- Analyze data and provide analysis and raw data to Agency Implementation Team Leads
- Develop job descriptions and career paths appropriate for agency’s administrative services functions
- Schedule and plan the transition from the old to the new job duties
- Identify appropriate group of training participants
- Plan and deliver training to agency Administrative Services employees to communicate new roles and responsibilities prior to End-User training
- Communication, counseling, and other support activities for the above
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