ORGANIZATIONAL DEVELOPMENT PROGRAM

An On KALABASA ORGANIZATION


I. INTRODUCTION
     
     Organization is highly grouped with very competitive environment and people.  It needs a competent members and must promote every individual their opportunities for advancement and to meet success and also failures.


     In addition, this contains the organizational development program for XELEMCII Organization to maintain its harmonious and productive working relationship within the organization.


II. GENERAL GOALS


     1. To define and evaluate effectiveness for the betterment of the organization.  The degree of accomplishment indicates the degree of effectiveness.


     2. To be highly competitive organization with competent people, products, plans, and performance.


     3. To achieve its corporate success and to compete with multi-national organization for its growth and accomplishment.


III. SPECIFIC OBJECTIVES

• To increase the betterment and performance of each member of the organization
• To value that the most important foundations of an organization are the people works within it.
• To improve the individual group ability, in order to promote a good works habit.
• To assess and evaluate the performance of the organization to improve its ways and methods of doing things.

IV. CALENDAR OF ACTIVITIES

	Regular Board Activity	Approximate Date (see NOTE #3 above)
1.	Fiscal year begins	January (fiscal-year timing is often specified in the Bylaws)
2.	Conduct Board Self-Evaluation (do once a year and in preparation for first board retreat (there are 2 per year))	March-April (do shortly before evaluating chief executive)
3.	Evaluate Chief Executive (by referencing his or her progress towards last fiscal year's goals and his or her job description)	April-May (do shortly after completion of last fiscal year)
4.	Review and update board policies and personnel policies	April-June (do concurrent to board and chief evaluations)
5.	Conduct first board retreat (address board self-evaluation results, team building, begin strategic planning, etc.)	April
6.	Begin recruiting new board members	April-May (in time for June/July elections)
7.	Conduct strategic planning to produce organizational goals and resources need to reach goals	May-June-July (start planning in time for setting mission, vision, values, issues, goals, strategies, resource needs, funding needs (nonprofit-specific), and time for getting funds before beginning of next fiscal year)
8.	Elect new board members	June-July (per By-Laws)
9.	Establish chief executive's goals for next year (as produced from strategic planning)	August (as organizational goals are realized from planning)
10.	Hold annual meeting	July (per By-Laws)
11.	Draft next year's budget (based on resources needed to reach new strategic goals)	July-August-September
12.	Develop fundraising plan(nonprofit-specific) (with primary goals to get funds needed for budget)	July-August-September
13.	Conduct second board retreat (address board orientation/training, re-organize or form new committees based on goals from strategic plan, develop work plans, update board operations calendar, review planning status, etc.)	August (in time to orient new board members soon after they join the board)
14.	Conduct fundraising plan(nonprofit-specific) (primarily to meet fundraising goals)	August-December

V. SPECIFIC OBJECTIVES

     It covers up three essentials domains of individual; the knowledge, skills and attitude.

• as KNOWLEDGE

- this organization is focused on the development of each individuals mind in creating their best ideas for the success of organization.  It is expected that every after season a lot new ideas will come up and implemented.

• as SKILLS

- the organization needs a skillful members to implement and take it into action, the ideas that are coming up every after season.  It is like learning without application is useless.  Skillful members are the organization is the key to success.

• as ATTITUDES

- the most important of all is the attitude that made an organization maintains its goals and objectives.  Good working relationship and positive attitudes may bring the organization to its success.  Positive attitude will lead the workforce very strong.

VI. OD NORM

1. Employees are highly skilled and tend to stay in the organization, while working their way up the ranks. The organization provides a stable environment in which employees can development and exercise their skills. 
2. Employees are "free agents" who have highly prized skills. They are in high demand and can rather easily get jobs elsewhere. This type of culture exists in fast-paced, high-risk organizations.
3. The most important requirement for employees in this culture is to fit into the group. Usually employees start at the bottom and stay with the organization. The organization promotes from within and highly values seniority.
4. Employees don't know if they'll be laid off or not. These organizations often undergo massive reorganization. There are many opportunities for those with timely, specialized skills.

VII. GABAY ACTIVITY NORMS

     

     Every learning facilitation everyone is expected to give their shares in terms of their experiences and ideas.  It helps the organization to widen their perspectives and be open to every situations or difficulties.

VIII. GABAY NORMS FOR COLLABORATION

     Gabay Norms for Collaboration is working hand by hand to everybody not only inside of the organization but also to other helping organizations to achieve their both success.

IX. GABAY FOR EVALUATION

     Evaluation or simply assessment is a good program because it encourage people to work with eagerness and to change those wrong doings that they showed every learning facilitation.  Evaluation also proves that change is possible and it may bring a positive results.

X. RECOMMENDATION

     My best recommendation is to study first the organization's culture and people it may help you adjust to changes brought by the organization.  Don't be afraid to ask or research about this, it may bring you an idea about the people you may work with.  Be strong to response to changes because it is really a part of organization.  Show your creativity for the betterment of the organization.