Workplace Culture Assessments
3-6 MONTHS +
As a social scientist, Dr. Paula Ioanide uses her data analysis skills to conduct thorough Workplace Culture Assessments using a mix of surveys as well as one-on-one or focus group interviews (if needed). This allows organizations to understand their current strengths and challenges related to leadership, management, belonging and inclusion, performance evaluations, and career advancement. Findings from Culture Assessments are used to inform strategic planning, workforce development, professional development/coaching, and other implementation strategies. Deliverables include accessible presentations of findings to leaders and employees.
Mixed Methods Assessments
9-12 MONTHS +
Paula also conducts customized mixed-methods assessments or evaluations using rigorous quantitative and qualitative methods. The assessments may be of specific programs, public sector agency programs, services in a municipal or county jurisdiction, or other issues in need of holistic assessment. Such data analyses are extremely useful in guiding stakeholders across a municipality/county or within a specific agency/organization in having a baseline understanding of areas of strength and growth.
Sample assessment reports may be found here.
Please visit Rise to Equity Excellence, LLC’s FAQ page on how data is collected and analyzed. Our goal is to offer intersectional data analysis while protecting participants’ identities and responses.
Employee Relations Assessments
3-6 MONTHS +
Paula brings her qualitative and facilitation experience to work with HR departments who have unique needs in better understanding complex employee relations tied to specific leaders, managers, and/or teams. Organizations often find it useful to have an independent third-party conduct holistic assessments of workplace conflicts, performance issues, and/or ethical issues arising in their workplace in order to foster psychological safety, confidence among employees on assessment rigor and fairness, and obtaining perspectives across positions, levels and people. Typically these assessments are done confidentially in partnership with HR Directors or People and Culture Directors. Paula codes and analyzes data, producing a thematic analysis of emergent themes across participants, and shares recommendations with leaders to better inform their decision-making in fair and balanced ways.