2017 Initiatives

PRESIDENT’S ROUND TABLES

From February 2017, President and CEO of MetroPlus Health Plan, Dr. Arnold Saperstein, is holding monthly Round table meeting discussions with a cross section of employees from across the company. The purpose of these Round tables is to engage in an exchange of information, ideas and insights with employees in all departments and at all levels throughout the organization. Each Round table has an open invitation to all employees, where attendee groups, no matter how large or small, may enjoy candid discussion with the President and CEO and share perspectives and experiences from their unique vantage point throughout the year.

EXECUTIVE LEADERS WELCOME ALL NEW METROPLUS EMPLOYEES

MetroPlus has served New York City for over 30 years. Executives have a unique perspective as the leaders of the organization, and they desire to engage new employees as they on-board to the Plan. Beginning March 2017, in MetroPlus’ “Guiding Performance and Success” new employee orientation workshop, new employees will be welcomed by senior leaders for an “Executive Hour” at the beginning of the orientation program. Here, new employees will be able to learn first-hand about the company, culture and community at MetroPlus.

EXECUTIVE STAFF TO PARTICIPATE IN VARIOUS DEPARTMENTAL MEETINGS

In order to foster cross divisional cooperation and collaboration, MetroPlus Executive Staff members have a standing invitation to attend other Exec Staff Member team meetings. Their presence and participation will serve to model behavior that all managers and staff are expected to demonstrate. This initiative will enhance exposure and ensure business alignment across business units, assisting the Plan to achieve its goals.

QUARTERLY MANAGER’S MEETING

In March 2017, MetroPlus will resume holding quarterly management meetings to communicate Plan wide priorities and shore-up management commitment and alignment for the year. Meeting topics range from Plan performance, future growth, service to the community, quality metrics, and follow with an open forum for questions and answers. All managers will cascade expectations and next steps to their respective teams for implementation.

GROW – METROPLUS CAREER MANAGEMENT PROGRAM

At MetroPlus we strive to create an environment for employees to develop professionally and personally. Our career management program, GROW, utilizes career assessment tools, non-anonymous feedback, professional development workshops, and career coaching to provide opportunities for employees to assess their current skills against individual career needs and help plan for a fulfilling career at MetroPlus. GROW benefits the organization by helping to retain valued employees and establishing a reputation to employee commitment and development in the marketplace.

GROW benefits managers and supervisors by enhancing relationships, improving communication and performance feedback with employees

GROW benefits employees by offering helpful assistance and guidance with their career decisions.

GROW facilitates greater understanding of MetroPlus as a whole and cultivates a supportive and conducive culture to attract and retain top talent. Where do you want to GROW?

PLAN WIDE CUSTOMER SERVICE TRAINING

To foster an internal customer service culture at MetroPlus, in 2017, the Plan will roll out an organization-wide training program that will establish standards for internal customer service. Creating an internal culture of customer service will create best practices and encourage departmental collaboration for how staff interact with each other on a day to day basis. Defining and reinforcing the expected customer service behaviors will improve how we interact and communicate as a Plan.

HR JOB OBSERVATION

As part of the Division’s 2017 initiatives, Human Resources & Organization Development (HR & OD) will “shadow” employees in various departments to truly understand how individual roles contribute to the success of MetroPlus as whole. Employees who volunteer for this effort will have the opportunity to showcase their normal day-to-day activities, while HR & OD staff will gain a fuller understanding of the business processes and organizational needs for the departments they serve.