Anne St. John Email and Phone Number

Leading the organizational development and training function for a 4 Hospital $1.4 billion health system, with more than 10,000 employees and 600 managers throughout Southern CaliforniaResponsible for managing the Gallup employee engagement process for the System. In 2009 improved the response rate from 79% to 88% and improved the Grand Mean score

Led the organizational development and training function for a $3.2 billion integrated healthcare delivery system with more than 22,000 employees in two states (California and Texas). The system is organized into three regions (Northern California, Southern California and West Texas/Eastern New Mexico) and consists of 14 acute-care hospitals as well as home health agencies, hospice care, outpatient services, skilled nursing facilities, community clinics and physician organizations. In collaboration with entity and system office human resources leadership, directed the development and implementation of integrated people systems and processes, which are aligned with the corporate mission, vision and strategic direction. Supervised two staff members and held management responsibility for $1.5 million in vendor contracts.

Spearheaded the annual company-wide Gallup engagement survey process for employee satisfaction with responsibility for the planning, execution and follow-up activities. Conducted presentations with the executive management teams and consulted on the strategy for improving outcomes. Increased the system-wide response rates from 43% to 86% and the grand mean score from 3.72 to 4.12 on a 5.0 scale. Played a key role in gaining the Gallup award, "Great Place to Work", in 2007.Initiated the startup and provide ongoing leadership of a system-wide taskforce for the identification and implementation of best practices for continuous learning. Created a teambuilding toolkit for managers, redesigned the management orientation framework and supported organizational pursuit of Magnet status for nursing.Integrated the values-based competency model into the Novations Four Stage Career model. Clarified expectations of employees and provided a vehicle for managers to evaluate how the work is accomplished.Created a teambuilding process for "right fit" and employee engagement, incorporating the Gallup strengths finder, team retreats and one-on-one coaching.Prepared and presented more than 50 client-driven training programs per year, ranging from one-hour sessions to three-day workshops.

Led the organizational development and training function for a $3.2 billion integrated healthcare delivery system with more than 22,000 employees in two states (California and Texas). The system is organized into three regions (Northern California, Southern California and West Texas/Eastern New Mexico) and consists of 14 acute-care hospitals as well as home health agencies, hospice care, outpatient services, skilled nursing facilities, community clinics and physician organizations. In collaboration with entity and system office human resources leadership, directed the development and implementation of integrated people systems and processes, which are aligned with the corporate mission, vision and strategic direction. Supervised two staff members and held management responsibility for $1.5 million in vendor contracts.

Redesigned the budget planning capital allocation process, resulting in improved teamwork across multiple disciplines and increased consensus for the allocation of scarce resources.Led the design and implementation of company-wide training for all employees to increase healthcare business knowledge and improve customer service performance. Improved Press Ganey Patient Satisfaction scores.

Led the organizational development and training function for a major medical center with more than 3,000 employees. Served as a strategic business partner with management to identify and achieve performance excellence at all levels, while ensuring the company values were consistently integrated and upheld.Acted as a key member of the support panel for 34 redesign teams achieving $20 million in cost savings. Provided significant change management facilitation during redesign, resulting in no employment litigation. Implemented the PDI 360-degree feedback instrument (Profilor) to the management team of 250 members.Introduced the Novations Talent Development Program for all employees, resulting in increased satisfaction with the employee development program.Participated in the implementation of a new performance management system that measured both skills and values-based competencies, resulting in more accurate and timely performance appraisals. Selected and implemented an interviewing system that increased the managers' confidence and competence in selecting candidates, resulting in a higher quality of new hires.Manager of Organization Effectiveness, St

on a 5 point scale)Received the Gallup Great Place To Work Award for 2011Nominated for the MemorialCare "Leadership Academy" (a 12 month program for key leaders within the organization), also serve as faculty for key topics. Trained as a leader in our LEAN effortsRedesigned the management performance appraisal tool. Designed and delivered training to over 200 managers and trained 8 trainers throughout the organization.Designed and implemented a redeployment process for employees affected by LEAN efforts. Assist in finding them a lateral position within the Health System that ensures a good match between their knowledge, skills and talents and the organizational needsDesigned and implemented a succession planning process, beginning with the top executive leaders within the organization; Employed on a contract basis to deliver workshops, provide facilitation services and business development work as scheduledFacilitated dialogue and taught Facilitative Leadership practices to a multi-cultural audience, at the Bali Institute for Global renewal conference In Ubud, Bali Delivered 2- 2 day Facilitative Leadership programs to Hewlett Packard managers; Co-facilitated a 4 day Facilitative Leadership Train-the-trainer program with key leaders in Bon Secours Health SystemFacilitated a 3 day Facilitative Leadership program with Texas Children's Hospital in Houston,

Provided training and consulting services to management, supervisory, salaried and hourly personnel in the regional service area, by assessing needs as well as designing, conducting and evaluating programs. Marketed services throughout the Southern California region by planning, coordinating and publishing a catalog and schedule of programs and workshops. Managed a staff of six exempt/non-exempt employees.Designed and conducted more than 200 workshops and provided an average of 450 training hours per year for region-wide implementation, including "Managing Alcohol and Drug Related Problems in the Workplace" and "The Challenge of Change."Received the Kaiser Permanente "Outstanding Contribution Award" for designing and implementing the region-wide one-day workshop, "Understanding and Managing a Culturally Diverse Workforce."

Provided systems, processes, resources and consultation to develop and enhance leadership and management skills for the Southern California region of the largest non-profit healthcare organization in the United States, serving approximately 8.2 million people in nine states and the District of Columbia. The Southern California region served 3 million members with 40,000 employees. The Southern California Permanente Medical Group's 3,600 physicians provide care at 11 medical centers and medical offices, supporting all specialties and most sub-specialties.Coordinated and managed a 12-week certificate program in management development for 50 physician leaders through the University of Southern California. Piloted the program using distance learning technology at four sites throughout the Southern California region.Participated on a human resources re-engineering sub-committee, responsible for making recommendations regarding the staff planning strategy for the human resources service delivery project. Completed the task within a 45-day window.Co-designed a video coaching pilot program for physicians to improve their interpersonal skills when interacting with patients and staff.

Directed human resources operations and training, including recruitment, orientation, management development, staffing, payroll, performance appraisals and customer service for a major retail chain. Acted as a liaison with the corporate office.Revised new employee orientation to ensure a strong quality of service focus.Designed and conducted an advanced selling skills workshop.

Administered testing, conducted orientation meetings, updated operations and procedural manuals and authored training bulletins for a privately held quick-service restaurant chain.Coordinated and conducted a comprehensive ten-week restaurant management program for managers, supervisors and franchise candidates. Functioned as a liaison between operations and field training.