Organizational Development (OD)
The Board of Supervisors and County Executive Officer invest resources to ensure County employees are well-trained to provide excellent service to County residents and to all who do business with the County. Organizational Development is responsible for employee Learning and Career Development, Employee Engagement, Communication of Organizational Purpose and Resources to Employees, and Employee Outreach.
Learning and Career Development
OD delivers a catalog of courses to meet federal and state-mandates in health and safety, as well as, classes pertaining to standard business practices, personnel supervision, management development and County safety procedures.
September 2014 - Training Schedule Summer 2014 Training Schedule
October 2014 Training Schedule Fall 2014 Training Schedule
OD's primary role is to provide learning and career development opportunities to County employees. However, staff from partnering public agencies may register for classes, space permitting. To obtain a fee schedule and other information, please contact us.
All permanent employees who have completed their initial probation period are eligible for Tuition Reimbursement. Career development courses must relate to the work of the employee's position or occupation and must have a direct connection to the employee's scope-of-work. The courses must have a reasonable potential for resulting in savings or in contributing to more efficient services and must be taken on the employee's time. The County has established relationships with the Greater Sacramento Higher Education Coalition. Many of the Universities offer reduced tuition to County employees along with advisors and a support team from enrollment through graduation.
The world of work is evolving and changing, and organizations must adapt. To face this changing world, Placer County made employee engagement a priority.
What is Employee Engagement? Employee engagement is the degree to which employees are emotionally connected and committed to their organization and their role, exerting discretionary effort for the betterment of the organization.
There are many benefits to a highly engaged workforce, but there are three that stand out: performance, retention, and creativity.
Engaged employees are 30% more likely to agree they regularly accomplish more than what’s expected of them, 73% more likely to agree they are committed to the organization, and 38% more likely to agree they are not afraid to try new things in their job. Increased performance, retention, and creativity due to high employee engagement directly impacts the bottom line and service to our customers or constituents.
Excellent and innovative service delivery relies upon employees that are highly motivated and connected with the residents and communities we proudly serve. Placer County is committed to engaging and empowering our employees.
Communication of Purpose
Each new employee learns about the County's organizational structure, goals, initiatives, policies, and many resources available to employees through New Employee Orientation. OD facilitates New Employee Orientation monthly and works with a variety of subject matter experts and presenters to inform, engage and inspire new employees.
The County is improving their internal communication with employees by updating their employee portal (Intranet). Organizational Development, along with Information Technology are working together to develop an employee portal designed to improve communication, enhance employee engagement and improve efficiencies at work.
Other employee outreach activities include Volunteer Coordination for the IRONMAN Lake Tahoe events, Employee Giving Campaign, and other volunteer and outreach opportunities for employees.
IRONMAN Lake Tahoe 2013 video
Employee Giving Campaign video