Strategic Plan

A look forward at the City's goals and plans to achieve them

City-Wide

These City-Wide progress indicators and strategies are designed to generate progress throughout the entire organization and all outcome areas (rather than addressing a specific outcome).

Progress Indicators

To realize our Vision for Lawrence, we endeavor to achieve this outcome. As such, the City Commission has identified several Progress Indicators to track progress towards this outcome. The Progress Indicators are listed below.

CW-1: Percent of residents who are satisfied or very satisfied with the access, availability and timeliness of information


Strategies:

  • Create and implement a city-wide community engagement plan.

CW-2: Of residents who have engaged with a City department in the past year, the percent who were satisfied with the overall quality of service provided


Strategies:

  • Create and implement a city-wide community engagement plan.
  • Implement a city-wide customer relations management software system.

CW-3: Percent of residents who are satisfied or very satisfied with the level of public involvement in local decision-making


Strategies:


  • Invest in public participation training for City staff in every department via the International Association for Public Participation (IAP2)
  • Build an organizational culture that understands when it is appropriate to include public participation in a project and how to scope a meaningful public participation program
  • Collaborate with other outcome and commitment champions to build policies, procedures, and processes to guide the City’s public participation program
  • Develop and foster relationships with community groups who are already engaged in local issues to increase their participation; seek out relationships with underrepresented groups and encourage their participation by lowering barriers
  • Increase promotion of public participation opportunities via internal and external communications channels to ensure that residents are aware of opportunities to participate

CW-4: Number of processes that are evaluated and improved every year


Strategies:

  • Develop and implement performance improvement capacity to enhance processes and reduce frustration.

CW-5: Overall Municipal Equality Index score


Strategies:

  • Improve diversity-focused hiring, recruitment, promotion and outreach efforts so that the City workforce reflects the community we serve.
  • Utilize the Human Rights Campaign Municipal Equality Index (MEI) scorecard as guidance to advance equity.
  • Identify and implement best practices for advancing diversity, equity and inclusion throughout City government and with external stakeholders.

CW-6: Overall Employee Engagement Index

Strategies:

  • Improve diversity-focused hiring, recruitment, promotion and outreach efforts so that the City workforce reflects the community we serve.
  • Develop, refine and promote activities related to employee career development and succession planning.
  • Provide safe environments and programs that promote and encourage the physical, mental and emotional wellbeing of City employees.
  • Compensate and reward employees so they can focus on complex and long-term outcomes that serve our community.
  • Build trust throughout all levels of the organization by encouraging feedback and creating open, two-way communication.
  • Recognize our successes through open appreciation.
  • Create a welcoming environment with space for autonomy, innovation and continuous improvement where all members of the organization can discover their purpose

CW-7: Employee Engagement Index for internal service departments (City Manager's Office/Information Technology/Finance/City Attorney's Office)


Strategies:

  • Develop, refine and promote activities related to employee career development and succession planning.
  • Provide safe environments and programs that promote and encourage the physical, mental and emotional wellbeing of City employees.
  • Compensate and reward employees so they can focus on complex and long-term outcomes that serve our community.
  • Build trust throughout all levels of the organization by encouraging feedback and creating open, two-way communication.
  • Recognize our successes through open appreciation.
  • Create a welcoming environment with space for autonomy, innovation and continuous improvement where all members of the organization can discover their purpose.

CW-8: Percent of employees who are satisfied with their jobs


Strategies:

  • Develop, refine and promote activities related to employee career development and succession planning.
  • Provide safe environments and programs that promote and encourage the physical, mental and emotional wellbeing of City employees.
  • Compensate and reward employees so they can focus on complex and long-term outcomes that serve our community.
  • Build trust throughout all levels of the organization by encouraging feedback and creating open, two-way communication.
  • Recognize our successes through open appreciation.
  • Create a welcoming environment with space for autonomy, innovation and continuous improvement where all members of the organization can discover their purpose