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2011 Retention Workplan,,, Objectives,Deliverables,Responsible Individual(s),Key Dates,Comments/Current Status 1,Retention Workplan,, "1,1",Develop and implement a formal retention plan,Assign the task of creating and maintaining a formal retention plan to a qualified individual or a committee identify a lead person,, "1,2",Keep management invovled,Involve management to ensure longevity of activities and to assess legal issues,, "1,3",Evaluate the organization,Assess the organization and identify elements of your retention plan that work well and others that need improvement continually reevaluate collect and use data from employees to assess and revamp retention plan,,Learn from other successful organizations use elements from their plan to help mold yours "1,4","Consider all legal, cultural, industrial, and personnel factors","Consider legal and regulatory issues, industry factors, compensation and recognition, the influence of the organization s competition, and cultural influences, as well as the diverse personnel issues and interests of the employees",,"Organizations can demonstrate the value they place on their workforce by addressing personnel issues, as well as the diverse needs, interests, and values of their employees, in their retention efforts" "1,5",Implement workforce development into every strategic planning meeting,Follow activities according to strategic workplan process,, "1,6",Allocate money for retention in the yearly budgeting process,Monitor initial allocation to create a more appropriate recommendation for further budgeting provide regular updates on R R strategic planning and budget,, 2,Orientation,, "2,1",Orient your new hire,"Provide an excellent, pre-planned, and organized orientation create a complete and separate formal orientation plan",,See the Orienting New Staff page of the CHAMPS website "2,2",Connect your new hire with the organization,"Set clear expecations, explain the mission statement, provide and introduce conta