**Site Visit Strategy Tool**

**Strategy:** (What information do you need and how do you intend to
obtain it \[i.e., persons to interview; specific questions to ask each
person, including walk-around questions to check deployment\]; specific
documents to review and for what purpose; and observations to make? Be
sure your strategy will address the overall issue, as well as the
comments listed above.)

**[Interviews:]{.underline}**

Tony Joachin, HR Director

HR Staff

Hiring Managers (representative sample)

People Potential Team

Recently Hired Staff (representative sample)

Various Volunteers

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For Category 2 Lead: Strategic Planning Participants

**[Questions to Ask:]{.underline}**

For HR Director/Staff

1\. Describe how a new or revised position description would be
developed. (Expected answer would include an analysis that utilizes the
four competency areas described in the application. If this is the case,
then . . . )

2\. What sources do you use to analyze these competency needs? (Sources
noted on p. 20 of application)

3\. Who is involved in conducting these analyses? (HR staff, Hiring
Managers, and People Potential Team)

4\. Can you give us some recent examples of position descriptions that
were developed in this way? (These would then be the specific documents
that would hopefully be reviewed)

5\. Is this process utilized for volunteer staff as well? If not, is
there a means to identify skills required by the positions filled by
volunteers? How are volunteers matched to these skill needs?

For Hiring Managers

1\. What are some recent positions that were filled in your department?
Describe how the position descriptions for these positions were
developed.

2\. How does HR staff work with you to make sure they are recruiting to
meet your needs?

3\. Are you aware of any other settings where your skill needs are
discussed?

3\. How do you identify needs in your department that might be filled by
volunteers?

For People Potential Team

1\. Describe the PPT's composition and charge.

2\. What responsibilities would you have if a new position were being
proposed? Can you give us a recent example of how this role was played
out?

3\. What are some examples of input that you have added to these
position descriptions before they were posted.

4\. Have any of you recently participated in interview panels? How did
the interview relate to the position description for the job to be
filled?

5\. What are some of the team competencies that you routinely look for?
How do you determine whether or not an applicant possesses these skills?
Cultural? Service?

6\. What is your role, if any, in selecting and placing volunteers?

For Recently Hired Staff (preference would be to locate staff that could
produce their job descriptions and then ask about . . . )

1\. Your job description lists X, Y or Z competencies for full
performance. Were you asked about these in your interview?

2\. How did the interview team attempt to determine if you possessed
these skills?

**[Documents to Review]{.underline}**

-   Variety of position descriptions

-   Source documents for competency areas referenced

-   Input/Outputs from Strategic Planning Process

**[Walking Around Questions]{.underline}**

1\. Are the clinical/technical skill requirements for your job listed
anywhere? Team? Cultural? Service?

2\. Were your skills in the areas above evaluated during your hiring
process?

Evidence must be sufficient to draw conclusions for the following
issues:

-   Does the applicant have a mature recruitment process that utilizes
    the analysis of four competency areas to identify needed skills?

-   Are the results of these analyses reflected in position
    descriptions?

-   Are the identified skills evaluated for during interviews?

-   If the answer is yes to the above, are they equally deployed
    throughout the organization?

-   Is the process integrated with long range planning through the
    Strategic Planning Process

-   Does the process cover the volunteer workforce

(While the above information is not required by the Site Visit Issue
Worksheet, team members may find it helpful to explicitly write this out
to guide your evaluation and help determine "how much is enough?")