2009 Workforce Development
Presenter:
James E. “Jim” Eck,
Vice President, Human Resources,
Dominion Energy
Jim Eck received his bachelor’s degree in industrial engineering from the University of Illinois. He joined Consolidated Natural Gas in Pittsburgh in 1998 as corporate contracts manager. After the merger with Dominion in 2000, Mr. Eck was named Director-Strategic Sourcing in Supply Chain Management. He became Director-Total Compensation Strategies in Human Resources in 2003, responsible for strategy and operations associated with benefits, compensation, payroll and employee treatment supporting acquisitions and divestitures.
Mr. Eck previously held numerous supply and procurement positions in the nuclear industry at several Westinghouse facilities, including the Nuclear Service Division and Energy Systems, both in Pennsylvania, and the Savannah River Co. in South Carolina. He serves as president of the board of directors of The Association for the Support of Children with Cancer, a Richmond-based charity that provides social, emotional, financial and spiritual support for children with cancer and their families. Mr. Eck attends Saint Gabriel Catholic Church in Chesterfield County. He and his wife have three children.Workforce Development
This award recognizes employers whose workforce practices generate significant results, benefits, and solutions to the professional and/or technical development of its employees, or individuals pursuing job training/retraining for either future employment or transit.
= Award Winner
MEDIUM CATEGORY FINALISTS:
CapTech Ventures, Inc
CapTech Ventures is a relatively young company, but in the years since its inception, the company has enjoyed regular and steady growth, and its future looks bright. CapTech’s company leaders are committed to building and maintaining a talented workforce and this dedication has contributed to the company’s success. CapTech regularly partners with institutions of higher learning and certificate-granting entities, and over 25% of the company’ s workforce participates in managing, developing, and delivering internal training. This dedication to employee development and learning has contributed to CapTech’s strong regional reputation for providing value and service to its clients.
Colony
In 2008, Colony combined three divisions. This was our first major reorganization. The success of this project hinged upon employees embracing the change. As a knowledge-based company, we “Secure the Future” through our employees. Although profits were down and budgets were tight, management decided to stand firmly on our philosophy and invest in our employees. A consultant partnered with us throughout the reorganization. Focus was placed on re-training employees, team building, and communication plans for employees and agents. The transition from three departments to one was a success. No jobs were lost and our agents were happy with the improved service.
Rainbow Station
Rainbow Station has comprehensive performance evaluation, mentoring and employee development programs, including frequent reviews and one-on-one coaching. Our multi-pronged workforce development programs offer opportunities for employees’ varied interests. The keys to Rainbow Station’s success are flexibility and involvement. We continually solicit employee feedback, and develop or modify programs to meet our workforce’s changing needs. Employees have numerous opportunities to contribute and implement their ideas so we can better serve families and achieve our corporate goals.
LARGE CATEGORY FINALISTS:
Bon Secours Richmond Health System
Bon Secours Richmond is committed to the holistic development of individuals, not only for organizational benefit but for the personal development of the individual. This is a differentiating fact for us. Our educational programs for frontline employees also distinguish us. Many companies invest in leadership development but not as much in employee development. Our classes on topics like communication skills and conflict management support our belief that every employee makes a difference and we all must grow. Our proven and successful programs unleash our employees’ potential, improving their lives, the lives of their families, and our community as a whole.
Owens and Minor
OMU plans to continue supporting O&M initiatives & business objectives through its programs & services for teammates & customers alike. We also plan to focus on formalizing an instructional program, which incorporates forecasting organizational needs for the future, selecting talent to meet those needs, & providing a structured program to accelerate teammate development. OMU plans on achieving these goals by:
- Developing a formal mentoring program to develop leadership from within our organization.
- Broadening our customer offerings & to position OMU as the primary resource for healthcare supply chain education.
- Focusing our course offerings & programs to better position O&M teammates within their positions and for possible promotion.
VCU Health System
VCUHS embraces its responsibility to positively impact our workforce and our community. Our workforce development initiatives have resulted in a cohesive, stable and proud workforce, lower turnover, increased patient and customer satisfaction, and recognition that we provide Richmonders and beyond with an improved quality of life, whether they come here to work or to receive care. We remain steadfast in our commitments to provide the highest level of care for our patients and their families, a rich educational experience for the health care professionals of tomorrow, and as a resource to help our employees and their families realize their dreams.
Next: 2009 Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility
