2007 National Psychologically Healthy Workplace Awards |
The American Psychological Association's six National Psychologically Healthy Workplace Award winners have implemented a comprehensive set of workplace practices that foster employee health and well-being and enhance organizational performance. These organizations represent the very best from among the award winners recognized by our affiliated state, provincial and territorial psychological associations. Nominees for the national award were selected from the pool of previous state-level Psychologically Healthy Workplace Award winners and submitted for consideration by the psychological association in the state, province or territory in which the company is located. Following a competitive evaluation and judging process, the top candidates were selected for national recognition. Las Vegas Convention and Visitors Authority Government/Military/Educational Institution Category Investing in Employees is Always a Sure Thing: The Las Vegas Convention and Visitors Authority (LVCVA) deals with visitors from around the globe and understands that customer service can make or break the experience. The LVCVA maintains its reputation as a great place to work by valuing recognition, communication, education, wellness and fun. Combine these factors with a competitive benefits package, and LVCVA is able to attract and retain high-quality employees who work hard to bring visitors to Southern Nevada and ensure they leave with a positive and lasting impression. Employee Involvement: The LVCVA knows that the best way to find out what employees need is to ask them. The Authority’s President and CEO conducts regular meetings with employees to discuss his vision for the LVCVA and listen directly to employee comments and concerns. Many employee ideas have been culled from these meetings and added to the agency’s “Playbook.” Employees are encouraged to participate in their own annual performance review by completing a self-evaluation and then meeting with their supervisor to exchange evaluations. Both perspectives are considered, and final ratings are negotiated to ensure the employee’s voice is heard. Additionally, the LVCVA maintains a strong relationship with its union, conducts regular employee update meetings and uses cross-departmental teams to generate new ideas for improving the LVCVA culture. Health and Safety: The LVCVA offers employees and their dependents a wide range of no-cost health benefits, including medical, dental and vision coverage with premiums that are 100 percent employer paid. Employees also have access to a variety of resources to help them achieve and maintain a healthy lifestyle, such as onsite wellness fairs, weight management programs and EAP services. Through “Corporate Challenge,” a city-sponsored recreation program, employees can stay active by competing in more than 25 different events, ranging from softball to chess. Monthly employee-led safety committee meetings and the quarterly safety award program are two additional measures that help maintain good employee health. Employee Growth and Development: The value placed upon employee growth and development at the LVCVA led to the birth of the Las Vegas Authority Academy (see “Cashing In on a Well-Trained Workforce”). The Academy provides employees throughout the organization with almost limitless opportunities for professional and personal growth. In addition to orientation, customer service programs and departmental trainings, employees have access to a catalog of more than 800 online professional development courses. The LVCVA is so confident that investing in employees’ growth and development pays off, that its tuition assistance policy provides up to 100 percent reimbursement, depending on the final grade received. This benefit has enabled employees to accomplish everything from learning English as a Second Language to earning a Ph.D. on the Authority’s tab. Work-Life Balance: The LVCVA hosts Financial Fitness Fairs where employees can meet with representatives from local financial institutions to learn more about how to get their financial house in order. In 2003, the Authority also adopted a Personal Time Off (PTO) benefit, which combines vacation and sick days to provide employees with increased flexibility to take time off as needed. With the new program, LVCVA employees can accrue unused hours or donate them to employees who have used up their time due to an extended absence. In 2005 alone, 83 employees donated more than 1,200 hours to co-workers in need. Employee Recognition: The Authority’s Most Valuable Player (MVP) program gives supervisors the ability to immediately reward employees for performance that supports the LVCVA’s mission and values. These MVP cards are redeemable for various prizes and an “MVP of the Month” is recognized at public meetings of the LVCVA Board of Directors. All MVPs of the Month are also highlighted in a year-end, full-page spread in the local newspaper. Employees are also formally recognized when they earn academic degrees or complete five-year multiples of service. At the LVCVA, recognition is not just a tool reserved for managers and supervisors. The Authority’s World of Thanks program provides a means for every employee to recognize co-workers for going above and beyond. The Bottom Line: The LVCVA’s emphasis on creating a positive work environment makes it a great place for employees to grow. Last year, 53 employees were promoted from within, demonstrating not only the Authority’s commitment to developing its workforce, but the employees’ talent, dedication and motivation to advance their careers as well as the organization’s mission. The LVCVA has a turnover rate below 9 percent and more than 10 percent of full-time employees have been with the LVCVA for over 20 years. As a result of its solid workplace practices, the LVCVA has seen a 61 percent reduction in workers compensation claims since 2004 and has been the recipient of more than 75 awards in the areas of human resources, marketing, purchasing and financial reporting. Reprinted with permission. For more information about APA's Psychologically Healthy Workplace Program, visit: |