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Memorandum of Operations <br />City of Santa Ana WIA and EDD Wagner- Peyser Integration <br />3. <br />Marketing the changes <br />4. <br />Participation of stakeholders <br />5. <br />Communication planning <br />6. <br />Educating/Training needs <br />7. <br />Transition and timing <br />Change Impact Areas: <br />9. <br />Organizational Structure /Design <br />2. <br />Job Roles /Responsibilities <br />3. <br />Skill /Knowledge Requirements <br />4. <br />Worker Motivation /Incentives <br />5, <br />Operating Policies and Procedures <br />6. <br />Employee impacts <br />7. <br />Change Resistance <br />3cj 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 />I. 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 />a Service duration hOm initial contact to exit <br />Page 12 of 14 <br />19F -113 <br />