Our Impact

Talent Management and Supervisory Capacity Building Training

Congreso de Latinos Unidos wanted to preserve its vibrant grassroots history and spirit while strengthening its professional standards and increasing its accountability for client outcomes to funders.  As part of the rollout of a cutting edge, agency-wide new business model, Congreso sought to improve the quality of service delivery by improving supervision practices across the organization and reducing turnover among staff.

Organization Type

Nonprofit

Number of Employees

300

Client Since

2008

Website

congreso.net

Services Delivered

  • Customized Leadership Development

The mission of Congreso de Latinos Unidos, one of Philadelphia’s largest and most respected private social service agencies, is to strengthen Latino communities and engender self- sufficiency of clients through a comprehensive network of human services. Its four primary services are education, employment, family support, and health and wellness.

Goals of Engagement

  • Collaborate with the client to create a strategy for organization-wide talent management that is fully integrated with its business strategy.
  • Build an orientation program for new staff that welcomes and educates employees while strengthening the culture of the organization.
  • Design and deliver supervisory skills training program to improve supervisory practices and reduce turnover.
  • Provide Congreso managers with clear and concrete methods for supporting and benefitting from the talent management process.
  • Engage Congreso’s executive team in the training and development process to ensure the program’s longevity and success.

The Result

  • A framework for recruiting and developing talent at all levels of the organization
  • A consistent and thoroughly communicated message about the agency’s mission, business plan, and culture
  • A customized and repeatable supervision training program for all new supervisors. The training has a strong emphasis on experiential learning, peer interaction, and collaborative problem solving
  • All new employees have essential knowledge about the Congreso’s mission, business plan, operations, and culture
  • All supervisors given foundational knowledge and skills to strengthen retention-focused supervision
  • Shifted management practices from a focus on administration to a focus on supervision, with regular feedback as the centerpiece
  • Established retention and service quality as key organizational metric
  • Established retention and service quality as key organizational metrics
  • Stimulated Congreso to develop more consistent and in-depth measures of each