Andrew Lamberto, previously the Director of Human Resources with the County of San Bernardino, California, is a seasoned professional who has helped to implement successful programs that encourage a healthy company culture.
Health as an organizational focus offers benefits to employees and companies alike, and the below methods are examples of how a professional like Andrew Lamberto might foster a culture change:
Discourage Eating at Desks. Employees who eat at their desks are less likely to be healthy or satisfied at work. Discourage eating at the desks by implementing office guidelines and by offering free, healthy food in the break rooms.
Consider initiating a lunchtime club for walking, socializing and eating together, and offer rewards to employees who participate.
Improve the Break Room. A health-oriented break room can encourage employees to change their ways. Stock free health foods – low-sugar granola, fresh fruit and salads, for example – in the break room and revamp vending machines to eliminate junk food.
Adding comfortable seating and even a treadmill or cycling machine to the break room is common in modern offices, as it can change how employees view their workplace.
Focus on Wellness, not Just Health. The word health can make employees envision strict dieting and exercising to the point of exhaustion. Instead of telling employees that you are focusing on health, use the word wellness and place emphasis on more than just weight.
A focus on wellness is more likely to be well-received.
A healthy company culture requires more than the implementation of a few steps. To devoted Human Resources professionals like Andrew Lamberto, it is an ongoing effort to encourage and reward wellness – speak with your company’s Human Resources Officer to get started.
Andrew Lamberto, previously the Director of Human Resources with the County of San Bernardino, California, is a seasoned professional whose succession planning skills are respected among his associates.
In Andrew Lamberto’s words, “succession planning is a process managers go through to prepare their organization for the future leadership.” Successful instances of succession planning typically share best practices like those outlined below, and implementing them in your own organization could offer valuable results:
Get the Support of the CEO and Board. Succession planning can’t be just a Human Resources focus – the CEO and Board must be involved if the plan is to succeed. The CEO and Board should participate in regular reviews, offer feedback, ask questions and remain accountable for all succession planning efforts.
Review Talent Regularly. Regularly reviewing talent with the assistance of the CEO and Board helps identify rising stars and underperforming employees. Following talent reviews, top-performers and underperformers can be addressed accordingly.
Identify Individual Successors and Pools. Identify a handful of top individual successors that can be trained and prepared for positions that they are ideal for and then identify pools of successors. Valuable pools will allow you to prepare to fill high level positions, including those that do not yet exist.
Implement Identification and Development at All Levels. By putting talent identification and development procedures in all levels of the organization, your succession planning will pull from a more diverse pool of candidates.If you require assistance with succession planning, contact your organization’s Human Resources Officer. This advice is like what a professional like Andrew Lamberto might offer to improve a company’s preparedness.
Andrew Lamberto is responsible for creating many important plans during his time as the Director Of Human Resources for the San Bernardino County. One of those plans was for succession. Simply stated, succession planning allows process managers to go through to prepare their organization for the future leadership. It is expected that the retirement of the baby boomers will produce a sharp decline in available personnel at the higher levels in many organizations.
Replacement leaders are also expected to be more technically savvy and sophisticated than their predecessors. The County of San Bernardino is not immune to the reduction of seasoned and talented leadership. The good news for the county is that many of the employees spend their entire career there, giving them an edge on being able to groom successors.
Mr. Lamberto previously wrote about how he became the Director of Human Resources. In that article he emphasized some very simple ways to help employees get noticed and potentially climb the ladder. Some of those examples included dressing and grooming for a promotion, coming in early and staying late, enthusiasm, taking responsibility, asking for training or going back to school, and remembering to do the simple things. If you are a manager, you need to find ways to encourage and maintain the talented employees. They are your best assets.
Succession planning is intended to help management identify gaps in talent and understand their development needs. It also assists in identifying jobs that are critical to the overall success of the organization. Andrew Lamberto created his succession plan to help the San Bernardino county find and keep employees that are hard working.
Andrew Lamberto created a plan to help the county of San Bernardino keep the professionals who were currently working and find new employees who could be just as productive. He created a presentation for his plan which focused on a few key aspects of the plan.
Why Is Succession Planning Necessary?
It is expected that the retirement of the baby boomers will produce a sharp decline in available personnel at the higher levels in the organization. Executives, now and in the future, are expected to be more sophisticated. Agencies need to find a way to keep their talented people. Succession Planning helps find, assess, develop, and monitor the most valuable employees.
Benefits Of A Plan
Succession planning helps retain superior employees, to not lose a strong effective leader. It also allows companies to identify gaps in talent and understand their development needs. It can help employers identify jobs that are critical to the overall success of the organization.
Steps Of The Plan
There are a few steps to put the plan into effect. First, the company or agency must identify future needs. It must then complete talent assessments to identify the talent pool. The next step is to develop a set of core competencies to establish a standard of comparison for assessment. The agency can then assist employees to develop their knowledge, skills, and abilities to prepare them for advancement to more challenging roles. It must also provide meaningful appraisals and feedback.
Andrew Lamberto was able to come up with the idea for Succession Planning and also find a way to put the plan into action. The plan can help agencies become more aware of the talents and skills of their current employees and their need for new ones.
Andrew Lamberto has created many programs to help improve San Bernardino, California. One of his projects was part of the achievement award program that helped the residents learn more about Roth, retirement, and referrals. As part of the County’s commitment to assist employees in preparing for a secure retirement, the County took advantage of the changes to the Small Business Jobs Act of 2010 and added to its 457(b) Deferred Compensation plan offerings the Roth deferral option.
Adding this option to the portfolio provided employees with an increased flexibility to meet a myriad of financial needs. Beginning in July of 2013, the County developed an intensive educational/promotional campaign to introduce and educate employees regarding the Roth feature and to increase overall retirement savings awareness.
The intent of the campaign was to engage its multicultural, multigenerational employee base with recognizable imagery and messaging. The County decided to capitalize on the Wizard of Oz as their popularization through multiple iterations in other media; the characters and images from these stories were felt to have a universal appeal. Consequently, the Roth campaign theme was implemented as “The Wonderful Wizard of Retirement Savings.”
The Campaign resulted in communication to approximately 18,000 employees via email blasts, meeting face-to-face with approximately 600 employees, new enrollments and existing enrollments utilizing only Roth deferrals or Roth and Traditional deferrals resulting in an estimated annual increase of $637,000 to the 457(b) Deferred Compensation plan. Andrew Lamberto is proud to have helped educate the people of his community and work on such an important project.
Andrew Lamberto once performed numerous investigations of employee treatment violations including hostile work environments, discrimination, harassment, and more. This facet of his job as the Director of Human Resources of San Bernardino County did not make him the most popular person in the office all the time, but his work was vital to the organization as a whole because it ensured that all employees are happy and work well within the organization. His work also ensured that the organization as a whole is within compliance with all state and federal laws regarding employee treatment, ensuring that San Bernardino County does not garner any punitive measures from the state of federal government.
Andrew Lamberto conducted or directed these investigations even though it didn’t make him the most popular person in the office because it was his job to ensure that all employees are treated equally well throughout the San Bernardino County workforce. For an organization with over 21,000 employees, this is an extremely large and important job to undertake. Lamberto often developed employee policies himself, so he was perfectly suited to investigate possible infractions. In this capacity, he did his best to always be fair and impartial so that he can get both sides of every story, which can difficult to uncover and create a fully accurate picture of.
Andrew Lamberto regularly directed or investigated reports of discrimination so that all employees know that their interests are always considered and their comments and complaints are being heard. Lamberto was always interested in equal treatment for all employees of San Bernardino County.
Andrew Lamberto was the Director of Human Resources for San Bernardino County, and worked in many capacities to ensure that the County Administration was working efficiently and effectively. Lamberto achieved this in many ways, from working with various commissions and high-level boards to developing new employee systems and initiatives to support all County workers and help them do their jobs better. One of the many commissions and organizations within the County is the Equal Opportunity Commission.
The San Bernardino County Equal Opportunity Commission was supported and overseen by Andrew Lamberto and the County Human Resources Department. This Commission is dedicated to assuring that all employees are treated uniformly and well within County Administration and that new employees have the same opportunities. It provides recommendations to other branches and offices throughout the San Bernardino County infrastructure to help these entities comply with state and federal regulation and treat all employees with respect. Lamberto, oncethe highest level representative of the Department of Human Resources, teamed up with the Equal Opportunity Commission to ensure that all employees have equal opportunities and treatment when it comes to promotions, that new employees come in with the same opportunities for advancement, that candidates for vacant positions all have a fair shot at getting a job, and that co-workers get equal treatment within the organization as well.
Andrew Lamberto worked well with the Equal Opportunity Commission to help ensure that all of his employees and everyone working for the County had the same opportunities and treatment.