The Consult Process
Step 1. Partnering to assess and to answer these questions.
What needs work? What will success look like?
During your first conversation with our staff, you may be asked to provide information regarding:
- Reason for consult request
- HR Unit Representative
- Organizational charts or reporting structure
- Vision of unit
- Strategic planning or goals for your unit
Step 2. Determining the approach
- Priorities and focus of consult are established.
- Decide who needs to participate in process.
- Choose strategies to support change at individual and unit level.
- Do further assessments if necessary, e.g. focus groups, interviews, surveys, etc.
Step 3. Contract for consultation
- Goals and measures of success are agreed upon with leadership.
- Roles and responsibilities of supervisors, staff and consultants are established.
- Timeframes are developed.
- Communication and feedback mechanisms are formed.
Step 4. Implementation
- Planned actions occur.
- Ongoing assessment and feedback.
- Regular communication is maintained.
Step 5. Evaluation and Closing
- Individual, group and consultants offer evaluation through interviews, ratings, surveys, etc.
- Consultants offer recommendations for continued success.
Step 6. Follow-up at 3, 6, and 12 months.
- Consultant asks for feedback regarding success in maintaining improvements and if other issues have surfaced to assist or impair progress.