Selected Work
Selected Work
I redesign how work moves through an organization when the pace of business changes or a team cannot retain its talent. Here is some of that work.
Workforce redesign, more than three years and continuing
Pennsylvania Turnpike Commission
For more than three years, I have led the Commission’s work to embed universal design, a single set of processes built to work across the full workforce, into how it hires, onboards, retains and manages every employee. I delivered the business case and gap analysis, then authored the program’s 14 standard operating procedures, covering everything from job design and screening through onboarding, manager accountability, mentorship and exit. A 24-month pilot is now running in the IT department, supported by a toolkit of more than 30 tools and a KPI framework that tracks retention and manager behavior change. Separately, more than 40 training sessions are reaching roughly 1,000 employees across nine departments. The next phase expands the program from IT to the entire agency of roughly 1,900 employees.
14
standard operating procedures
24-month
pilot
30+
tools
40+
training sessions
About 1,000
employees across 9 departments
Expanding to
about 1,900
employees
Manager workflow redesign, 12-month engagement in progress
Fortune 500 global services company
Teams were missing performance targets and losing employees to burnout, and leadership could not see where in the workflow the losses began. Through a 12-month engagement, now in progress, I meet consistently with 18 managers to identify where work breaks down across their teams and redesign those workflows. All 18 have become internal champions who carry the work forward with the teams they lead.
18
managers
12
months
All 18
now internal champions
Workflow redesign to stop turnover
Mortgage processing company, audit team
The audit team was turning over every six months, and leadership had already invested in compensation and benefits without result. I evaluated how work was assigned and handed off, then redesigned the workflow around how the team actually operated. Turnover stopped, and the team held steady for years.
Every 6 months
turnover before
Years
the team then held steady
Staff augmentation programs
I led the team that designed and ran staff augmentation programs for professionals with autism and ADHD, completing about 500 placements across client companies with 75% retained beyond the contract term.
If your teams are losing people or missing targets through a change, I’d be glad to talk it through.
