vania-janet/multiturn-rag-retrieval-data huggingface dataset:
VBA embracing organizational transformation to enhance customer experience - VA News
This included establishing VBA’s first Work-Life Wellness and Employee Experience Office to increase employee satisfaction, engagement, morale and retention throughout VBA, as well as implementing the Stay in VBA program—VBA’s #1 employee engagement and retention strategy that continues to serve as an employee retention best practice. This comprehensive approach to employee well-being and engagement fosters a healthy work environment while ensuring the culture resonates with employees in a way that makes them feel seen, heard and valued.
3. Remain committed to growth
While organizational transformation is possible, it requires a long-term commitment to continuous growth. Part of a successful transformation hinges on having the necessary processes, resources and support. The other part is being capable—and ready—to adapt to change.
After implementing a customer-centric approach to business, VBA remains dedicated to embracing innovation, making customer-driven performance improvements in response to feedback and insight, staying responsive to the evolving needs of its customers, and revolutionizing human capital delivery across VBA. This approach ensures our employees are focused on consistently providing outstanding products and services and are inspired to go above and beyond to exceed customers’ needs.
In large part due to our successes with hiring, employee development and retention, VA was also identified by the Partnership for Public Service as one of the best places to work in Federal Government.
Impact
Organizational transformation is an ongoing process that helps to identify opportunities for improvement, and if done successfully, can have a substantial positive impact on employees and customers.
“Our team studied the 3 ‘Es’ of customer experience (ease, effectiveness and emotion) to build strategic partnerships with our customers. This effort was vital in building a collaboration that produced historic hiring results,” Lee said.
Although VBA transformed into a customer-centric organization to meet PACT Act hiring goals, it was its willingness to keep transforming that ultimately continues to enable its success. HCS proudly manages the full employee life cycle along every stage of a career journey—making supporting hiring efforts its top priority to help with disability claims processing, improve the customer experience, and providing VBA employees with consistent, reliable and timely HR support and expertise, all while keeping VBA a competitive employer.
This hiring initiative haas increased productivity over the past year.
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Benefiting Californians | February 2024
The Department continued to implement the EDDNext project to modernize its benefit systems and enhance the customer experience. We also continued working with federal partners to strengthen benefit programs.
We detailed many of these achievements in our annual Year in Review report. The report describes recent EDDNext work to improve the experience of millions of customers. This includes:

Implementing every California State Auditor recommendation.
Working with other states to implement best practices.
Simplifying online access to benefit programs.
Improving the contact center.
Listening to customer feedback.
Boosting awareness of our programs.
Communicating with Californians in their preferred languages.
Improving customer satisfaction.
Improving communication with customers.
Holding fraudsters accountable.
Helping Californians find good jobs.

We will build on this momentum in 2024 to further improve our operations and services, continuing to put customers first.

EDDNext Improvements Continue

We are fully committed to improving and transforming the EDD customer experience. Through EDDNext, we’re engaged in a top-to-bottom improvement of the EDD, including updating online applications, overhauling contact centers, simplifying claims processes, updating forms, and more. We are working with customer service experts, including Amazon Web Services and Salesforce to ensure EDDNext is forward-thinking and embraces the best technology and practices.
This month, we’ve continued simplifying the application process for unemployment benefits by shortening the application. We’re also working towards a 97% overhaul of the UI Online application by applying plain language that will streamline the customer experience.
We are also working with Amazon Web Services to implement Amazon Connect, a cloud-based, modern contact center platform. We will begin testing new contact center functionality that will eventually integrate our unemployment, disability, and Paid Family Leave systems. Our vision is a more seamless process for our customers. Currently, if someone has received Paid Family Leave benefits in the past, they would have to submit all of their personal information again when applying for unemployment benefits. Through EDDNext, we’ll share information across systems, so Californians have better experiences with the Department and all of our programs.
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VA News
<p>Hilda P. Griggs served during World War II in <a href="https://news.va.gov/102004/six-triple-eight-women-to-receive-congressional-gold-medal/">the 6888th Battalion</a>, the first and only unit deployed overseas that consisted of all-Black or Hispanic female soldiers. While living in New Jersey, Griggs enlisted in the Women’s Army Corps in Philadelphia on Dec. 8, 1943, because she didn&#8217;t want her mother to find out. She <a href="https://www.aarp.org/home-family/voices/veterans/info-2020/wwii-hero-central-postal-directory.html" rel="noopener">was inspired</a> to enlist by her five brothers, who were all in the service. </p>

<p>Griggs trained at Fort Des Moines, Iowa. On Feb. 4, 1945, she left Fort Shank, New York, for England, with the 6888th. Commanded by Major Charity Adams, <a href="https://www.nj.gov/state/assets/pdf/mlk/maj-hale-bio-sgt-griggs.pdf" rel="noopener">the objective of the Battalion</a>, which consisted of 855 women, was to organize the backlog of 18 million accumulated pieces of mail that were addressed to soldiers. Originally, they were given six months to fix the crisis. However, by working 24 hours a day, divided into three eight-hour shifts, the women were able to complete their mission in only three months. The conditions these women worked in were not ideal: insufficient lighting, rat-infested buildings, extreme cold. Yet they worked tirelessly; their motto was “No Mail, Low Morale.” Griggs served with the Battalion in Birmingham, England; Rouen, France; and Paris, France. On top of their mission objective, she was also placed in charge of keeping their barracks.</p>

<p>On March 24, 1946, Griggs was honorably discharged from Fort Dix, New Jersey.
CalPERS PERSpective
<p>The cost of upholding the fundamental tenets of shareholder democracy is small. The cost to effective corporate governance imposed by a sweeping court ruling, one that would limit shareholder rights or even intimidate investors from speaking up, would be far greater.</p>
<p>We are puzzled that no one has addressed the dispute’s core question: Why didn’t ExxonMobil ask the SEC for relief from bringing the shareholder proposals up for a vote? Data from the Shareholder Rights Group, a prominent consortium of investors, shows that 68% of company requests for relief have been granted this year.</p>
<p>The only motivation we see for going to court is to change the rules in favor of corporate America.</p>
<p>ExxonMobil should drop its anti-shareholder lawsuit. Its directors were elected by shareholders and should be held accountable. The Editorial Board’s indifference to the rights of investors is appalling.</p>

6745 

Why CalPERS Is Voting Against ExxonMobil’s Board of Directors
https://news.calpers.ca.gov/why-calpers-is-voting-against-exxonmobils-board-of-directors/?utm_source=rss&utm_medium=rss&utm_campaign=why-calpers-is-voting-against-exxonmobils-board-of-directors
	
	CalPERS
Mon, 20 May 2024 15:54:23 +0000
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https://news.calpers.ca.gov/?p=6732
Dear CalPERS member, When you own shares of stock in a publicly traded company, you have a vested interest in how that company is run and whether its leaders are [&#8230;]
<p>Dear CalPERS member,</p>
<p>When you own shares of stock in a publicly traded company, you have a vested interest in how that company is run and whether its leaders are doing all they can to ensure lasting financial success.</p>
<p>You have a right to have your concerns heard by corporate directors and executives.
Financial Planning for New Parents - CalPERS PERSpective
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 “Trying to silence any shareholder voice… is really dangerous.” CalPERS Board President Theresa Taylor and CEO Marcie Frost speak out on why @ExxonMobil’s lawsuit against two shareholder groups threatens all investors. #ShareholderRights 

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 From @Forbes, in a historic move, CALPERS decision to vote against @ExxonMobil’s CEO and entire board of directors slate "reminds all shareholders why embracing our rights is so critical, regardless of the specific company or circumstance." 

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Why Choose CalPERS? - CalPERS
We value our employees and recognize our people are our most important asset. Our Informal Mentoring Program and diverse and inclusive environment are a few examples of employee-centric strategies we use to ensure we continue to nurture a diverse, talented workforce.

Informal Mentoring 

Mentoring is encouraged at all levels and in all directions. It has many benefits for us and our employees, including:

Contributes to employee retention and succession planning efforts
Helps support knowledge transfer
Leverages employee expertise across the organization
Supports employee growth and development

Mentoring seeks to build on the existing strengths across the organization. Unlike traditional mentoring programs, mentoring here can be as simple as two or more people getting together to share ideas and knowledge with the goal of learning.
View our videos to learn how informal mentoring has inspired our employees.

Diversity, Equity & Inclusion 

CalPERS has a strategic 3-tiered approach to ensure a diverse, equitable and inclusive (DE&I) environment:

Workforce - We recruit and retain a high-performance team inclusive of our state's rich diversity.
Workplace - We actively educate our leadership and staff to increase DE&I awareness, understanding, and skills that lead to greater quality, respect, and accountability.
Marketplace - We serve our members with sensitivity to their diverse perspectives. Our business partners include Small Business and Disabled Veteran Business Enterprise firms.

We are the nation's largest public pension fund, within one of the most ethnically and culturally diverse states. We believe the combined experiences, perspectives, and talents of all employees and stakeholders strengthen our high-performance work culture and organization. Our differences are our strengths.
View our Diversity, Equity & Inclusion page for more information.

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VA provides a full continuum of health care, including comprehensive primary care (care for acute and chronic/long-term illness and gender-specific care), specialty care, mental health care, disease prevention and screening, emergency care, and women's health specialty care (e.g., advanced breast and gynecological care, maternity care, and some infertility treatments). In addition, VA offers services such as inpatient medical/surgical/mental health care, physical rehabilitation, substance abuse treatment, long-term care, and pharmacy benefits. For more information on VA services provided to women Veterans, call the Women Veterans Call Center at 1-855-VA-WOMEN (1-855-829-6636).

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Building a Strong Financial Future: A Guide for Unmarried Partners - CalPERS PERSpective
@calpers
·

24 May

 

 “Trying to silence any shareholder voice… is really dangerous.” CalPERS Board President Theresa Taylor and CEO Marcie Frost speak out on why @ExxonMobil’s lawsuit against two shareholder groups threatens all investors. #ShareholderRights 

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 From @Forbes, in a historic move, CALPERS decision to vote against @ExxonMobil’s CEO and entire board of directors slate "reminds all shareholders why embracing our rights is so critical, regardless of the specific company or circumstance." 

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Careers | Roosevelt Island Operating Corporation of the State of New York
Note: Benefits for bargaining unit employees are subject to the applicable collective bargaining agreements, and therefore are not covered in this summary.Retirement457 Retirement Savings PlansPensionRetiree Health Care CoverageTime Away From WorkPersonal LeaveSick and / or Bereavement LeaveVacation LeavePlusCommuter Benefit ProgramFree parking or Stipend toward commuting costsNote: RIOC, in its sole discretion, reserves the right to alter, amend or terminate any benefit(s) provided to its salaried employees at any time. Various benefits provided to bargaining unit employees are subject to collective bargaining.

 
 
 

 

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