A LETTER TO LIBERTY FAMILIES May 4, 2010 Dear Friend: I am writing to share what many of our family members and others may already know—I will be retiring in January, 2012. While my retirement has been planned for years, I am notifying you at this time because advertising for my successor will soon begin. The Board of Directors will make a final decision this fall. I will work with the CEO-elect for more than a year to ensure a smooth transition. At the time of my retirement I will have held the position of Liberty’s chief administrator for 38 years. They have been the best 38 years of my life, but this is not my forum to express appreciation for my career. There will be other opportunities for me to convey my thanks to those who have supported me and our organization over the years. I am proud of the quality of services and supports that together we have built for the individuals in our programs and the community-at-large. There are few communities in the country that offer the scope of quality services that are available in Montgomery County. Yet, as good as we are, we have a culture of always wanting to be better. Thus, the motto for our strategic plan is “we’re taking Liberty from very good to excellent.” I look forward to supporting the association in selecting a new leader, knowing our Board will make an excellent choice. It is comforting to know, however, that Liberty has a culture of excellence and that our management team is already strong. The organization is ready to face the future with confidence. If any member of the association has questions regarding our succession planning timeline, please check our website, www.libertyarc.org, under CEO Timeline for specifics. You may feel free to call me personally at (518) 954-3200 as well if you wish. Sincerely, CLICK THIS LINK to view the Succession Timeline PDF file Posted 050510
OPALKA NAMED DIRECTOR OF RESIDENTIAL SERVICES Candace “Candy” Opalka has officially assumed leadership of Liberty’s Residential Services department. She brings more than 25 years of background administering supports for adults and children to the position – 14 years of that experience gained in supervisory positions in the vocational rehabilitation and residential programs at Liberty. Candy left Liberty in 2005 to assume the role of Regional Residential Director at our sister organization, Lexington ARC, where she was a key member of their management team, assuming a broad range of responsibilities in residential as well as day and vocational services. In her role as Liberty’s Director of Residential Services, she will oversee 60 residential homes supporting 229 individuals and 479 full and part-time staff. Candy states that her goal in this position is, “to continue building skills, knowledge and leadership abilities of our Direct Support Professionals and administrative team to assist Liberty in its ongoing commitment to quality and excellence.” We welcome Candy back to the team and wish her success in her new/old role at Liberty! Posted 072910 HARDWIRING EXCELLENCE…A YEAR OF CHANGE At the end of 2008, Liberty announced its strategic objectives for 2009–2011. Included among other major initiatives was a goal of establishing a solid leadership development program for managers. I took over implementation of this initiative when I joined Liberty’s management team as Director of Human Resources in April, 2009. Working with the guidance of The Studer Group, a nationally recognized management consulting firm, Liberty’s managers are using new tools and techniques to improve communication, enhance leader effectiveness and increase accountability. We are determined to “hardwire” the leadership skills we have learned into our everyday work. We have made remarkable strides in implementing this goal. It has been a testimony to Liberty’s collective will to move from a very good organization to an excellent organization. Admittedly, at the start of this process, there was some confusion and apprehension on the part of some managers. Changing behaviors is never easy. Yet, seemingly simple actions, like monthly one-to-one meetings with direct reports to discuss issues, and regular thank you notes to employees who surpass expectations, have markedly improved communication. These meetings, known as “rounding” have also become a means of communication with the people in our programs and their families. The objective is to find out what is working well and where improvement is needed. One of the key systems is our leader evaluation system. Each manager’s goals are aligned with the organization’s goals. The level of achievement toward goals is measured on a quarterly, biannual, or annual basis. Each manager is held accountable for his or her part in helping Liberty achieve its goals. I look forward to reporting on measurable results working with Liberty’s great employees as we continue on our journey to excellence. Posted 041310 |
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