This person shared the following highlights:

Ensuring that staffing levels due to COVID did not impact the outage or the scheduled work to be completed.  Using tracking tools to ensure proper levels and when necessary applied critical workforce steps with oversight from the CTAT.

Personally watching my daughter grow into a strong minded, independent child. (And that I I have survived 2 years). Oh, and the first time she used the potty!!!!

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This person shared the following highlights:

Reorganize Gas leadership structure to better support the plants and other strategic initiatives.

Developing a comprehensive view of all the OpCos to help pivot them in the future. Understanding what the OpCos do along with their similarities and differences.

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This person shared: Our Workforce Analytics Attrition Mission White Paper, analyzing Xcel Energy attrition in the context of the “Great Resignation” and Covid-19 impacts.

Initiated and ongoing Customer Care Rep/Associate attrition analysis. Regularly providing updated attrition data by pay, supervisor, job position, tenure, location, etc.

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This group highlighted: The Leadership Index Project, CFO Leader Team Development Initiative, & Gas Utility Culture Audit Initiative

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This person highlighted: Building relationships with new leaders (some more challenging than others) and gaining trust across the business by learning about each department enough that I can speak intelligently with them and have some understanding of the dynamics of the groups. 

Several intense employee issues - a few EEO investigations, a couple high-risk terminations, and several difficult situations that I helped leaders work through. 

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This person highlighted: Changing careers & coming to Xcel which has allowed me to have a better work-life balance.

Find my love of running again, ran a 5k every month for 2021

Supporting Just Transition conversations and presenting at Sherco

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This person highlighted:

Personal - finally completing kitchen remodel after 10 year wait.

Professional - establishing strong, effective working relationships and processes during a time of great uncertainly and change.

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This person highlighted: Utilized the telecommuting metrics that I developed to address approved forms and pending forms issues. This allowed us to call out the 10% pending form as well as the 54% approved form at the end of  September of 2021. As a result, we were able to improve pending forms from 10% to 4.9% within the last 3 months. We also were able to improve approved forms.

Control Room Supervisor Pay analysis. CRS are looking to unionize at the Monticello Nuclear plant. Providing them a pay analysis helped provide discussions and level set what pay currently looks like when compared to the reactor operators.

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This person highlighted: Created a recruiting dashboard using the new SAC tool. Provides detailed recruiting information in a visual format, and can be distributed directly to leaders.

Identified a group of Bargaining Leaders for the OE team to conduct informational interviews with to gain a better understanding of what leads to being a successful bargaining unit leader

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This person highlighted: Overall accomplishing a lot of work covering both Customer Care, Transmission and NSPW. Being able to continuously speak up & consulting respectfully with  leaders when the message isn’t always positive.  

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This person highlighted: Relationship building with customers. Gaining a better understanding of business areas and priorities (and personalities!) has allowed for better partnership and advocacy of HR policies and practices.

INOC job realignment. Execution of the Infrastructure & Network Operations Center job realignment was a significant win for the business and demonstration of partnership between HR and Business Systems. The realignment addressed engagement and risk-of-loss concerns and resolved issues stemming from inaccurate roles/responsibilities.

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This person highlighted: Starting a new role at Xcel Energy

Partnered with a variety of team members and partners on key projects to get them over the finish line

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This person highlighted: Supply Chain Procurement Transformation, Transition Conversations at Commanche Station, WBI Assessment process for Energy Supply & Supply Chain, and Commercial Operations re-org of Market Operations & Analytics area and improved span of control

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This person shared: Building relationships and establishing trust with my fellow team/peers and those within the Customer Care and Transmission business area. I also working toward developing  a solid understanding of my business units context, structure and strategic needs.

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Turnover Simulator 2021 - The simulator reduces company spend by a minimum of $65,000 annually, that was the 2009 cost of a limited number of hard copy segments provided by consultants

Re-Organization All Parties Checklist - Created an "all parties" checklist for re-orgs.  I sent this to many employees working on re-organizations and ran through their responsibilities

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This person highlighted: Supported the Supply Chain re-org and implemented reporting structures to make for more efficient updates and continues to assist with offboarding severed employees.

Identified “past due” PIP's beyond the 90 days and raised concern regarding previous PIP presentations. Worked with legal to ensure PIP’s are obtainable and efficient for the business area.

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This person highlighted: Establishing strong partnerships with CCIO leadership

Building business acumen such that I can consult and advise on talent implications based on business needs (this a work in progress)!!

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This person highlighted: Helped hire the new generalist to bring our team up to full headcount

Helped out with the Just Transition interviews for Comanche

Began to support two key projects that quickly pivoted due to Covid and new OSHA guidance

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This person highlighted: Developed data acumen tools – wrote HR Data & Reporting Overview, Help Guides for reports, TA Report & Resource Guide, Report Delivery Time line. Reorganized Data Inventory site. PIP Issues Help Guide.

Provided analytic insights - Turnover White Paper, Data Pre-Packets

Standardized & rolled out Hours & Earnings Pay Comparison Template for WFA Team

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This person highlighted: Successful transition of work to my previous team by setting them up for success with active requests for accommodations, as well as provided tools/process documents if they have any questions and stayed available to help with any questions

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This person highlighted: Turnover Whitepaper

Talent Alignment and Investment Decisions Data Packages – created additional automation which reduced the time to create the packages and reduced human error

Additional one pager help guides created for all BO self-service reporting and for C4R reporting

Leader pre-population for Talent Alignment designations

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This person highlighted: Flexible Work Policy implementation across Operations and Generation to ensure similar implementation of guidelines across the areas for similar job groups.

Stay incentive coordination for new organization Generation - allowing for budget utilization to go where need was for the overall organization

WBI assessments and interviews for Sr Leaders and their Direct Reports

Facilitated Performance Management Leadership training for new Nuclear Leaders.

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This person highlighted: Completed an internship with Xcel which led to a full-time position as an HR Generalist!

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This person highlighted: Relationship building with leaders has helped to be more proactive in conversation and creating better partnerships. Asking questions to help build business acumen.

Learning to make candles!

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