The scope of work includes, but is not limited to, the following: 1. Assist GDPM designated staff with reviewing the HR mission and vision statements that reflect the current and future goals of the Authority. 2. Review and analyze existing policies and operational practices by GDPM; 3. Assess GDPM’s workforce, standing in the community, its perceived strengths, weaknesses, opportunities and threats; 4. Assist GDPM designated staff with the development of a 5 Year Strategic Plan; 5. Identify strategies to build organizational capacity for addressing retention and improve deficiencies (i.e., manager communication and morale); 6. Succession Planning as relates to all positions identified in the Table of Organization; 7. Financial resources and sustainability projections should be based on 5 years; 8. Future trends in Human Resources technology and other related systems; 9. Trends affecting the future of GDPM hiring practices in general; 10. Identify and provide Best Practice models with similar organizations (i.e. Local County Government, Political Subdivisions and other PHA’s)
