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Memorandum of Operations <br />City of Santa Ana WIA and EDD Wagner-Peyser Integration <br />3. Marketing the changes <br />4. Participation of stakeholders <br />5. Communication planning <br />6. Educating/Training needs <br />7. Transition and timing <br />Change Impact Areas: <br />1. Organizational Structure/Design <br />2. Job Roles/Responsibilities <br />3. Skill/Knowledge Requirements <br />4. Worker Motivation/Incentives <br />5. Operating Policies and Procedures <br />6. Employee impacts <br />7. Change Resistance <br />3c) Outcome Change Implementation <br />Identify and implement strategies that overcome barriers to change. <br />Address organizational change from a people perspective. Work with <br />leadership to survey organization for change readiness, employee <br />concerns, and cultural implications. After data is analyzed undertake <br />actions/interventions to address these. Some interventions might <br />include: <br />1. New Skill training <br />2. Individual coaching <br />3. New workflows/ processes <br />4. New organizational structure <br />5. Process Updates as needed <br />Santa Ana will consider both qualitative and quantitative measures as indicators to <br />gauge its service integration efforts. Examples of qualitative and quantitative <br />measures for job seekers, for employment, employer and business services and <br />staff capacity building may include the following: <br />For Job Seekers: <br />® The number of total enrollments <br />• Volume of service usage and type of services <br />• Number of return visits <br />• Customer feedback on the service received and recommended <br />changes <br />• Entered employment, wage level and job retention <br />• Service duration from initial contact to exit <br />Page 12 of 14