Mary Jean Jones
SPHR
Senior Professional in Human Resources
Certified May 31, 2024
Embedded Files
OBJECTIVE: To organize and collaborate in STEM Education and Healthcare, as a pragmatic and inclusive leader, with problem-solving and communication skills I acquired from engineering, teaching, customer service, management, and medicine, promoting a progressive work environment focused on education, wellness, and justice
OBJECTIVE: To organize and collaborate in STEM Education and Healthcare, as a pragmatic and inclusive leader, with problem-solving and communication skills I acquired from engineering, teaching, customer service, management, and medicine, promoting a progressive work environment focused on education, wellness, and justice
“MJ continually expressed positivity and encouraged collaboration, generally improving morale, and is an effective agent of change.” - Letter, 2024
Organization
Mission & Vision
Organization
Mission & Vision
Cultivating a spirit of helpfulness
Organizational goals and Strategic Planning
Meeting compliance standards
Data-driven decisions
Improving Customer Service
Workflow
Improvements
Workflow
Improvements
Individual and shared tasks
Collaboration
Work efficiency
Job Analysis
Training Gaps
Climate Surveys
Skills Days
Peer Reviews
Talent
Management
Talent
Management
Professionalism
Achievement recognition
Tools for growth and success:
- Wellness and belonging
- Job satisfactionMental health support
Appropriate forms of play
Introduction
Introduction
The following is a sample Get To Know You for a DEI position.
Get To Know Your Staff!
Get To Know Your Staff!
Mary Jean Jones, MST, SPHR, NRAEMT
Mary Jean Jones, MST, SPHR, NRAEMT
DEI Program Director
As a former teacher, bike shop manager, and Advanced EMT, Mary Jean has culminated her passions for science, education, and healthcare into a Strategic Human Resources role, where she joins us as our new Diversity, Equity, Inclusion (DEI) Program Director. Mary Jean specializes in systems improvement, workflow and job design, strategic mission and vision, and employee wellness. In addition to ten years teaching middle- and high school math and science, and five years in hospital settings, Mary Jean also was a Project Manager for engineers without borders projects in Central America and Africa for three years. In her free time, Mary Jean nejoys hiking, cycling, canoeing, baking, and watching Marvel movies with her cat. Mary Jean grew up in Boulder, CO, and her family has recently moved to be closer to relatives in the area.
See Professional Profile and About Me for more
Inclusive Leadership
Inclusive Leadership
After thirty years of professional experience, my skills collate into a director/manager role, combining STEM Education, healthcare, and management. I am passionate about helping people, and have a lifelong track record of advocacy. I am committed to ethics, inclusiveness, progress, and celebration of history and culture.
See examples of inclusion and support: Leadership Philosophies
Please also see my Diversity Equity Inclusion page
Image Credit: EWB-USA
Management Principles
Management Principles
My philosophies of management and education are similar, and are rooted in the following principals. Please also see Management Tools, including:
Agile Leadership and Inclusion
Agile Leadership and Inclusion
Dynamically leading by including all those involved
Setting individual and department SMART goals and cultivating an environment in which those goals can be met.
Systems Improvement
Systems Improvement
Improving systems, workflow, and productivity
Making recommendations for software adoption
Utilizing database software, such as Epic (healthcare), Lightspeed and Retail Toolkit (retail)
Lean management
Lean management
Fiscally progressively changing output based on input (resources and staffing)
Organized and Detail-oriented (see Fundamental Skills)
Grant funding lifecycle: searches, applications, implementation, reporting
Teamwork
Teamwork
Improving work environment to increase creativity, productivity, and retention
Professionalism
Professionalism
Enforcing and updating policies and procedures to improve work ethic and efficiency
Encouraging appropriate forms of play
“Most important part of building culture is making sure people feel appreciated” Chester Elton, Author and Keynote speaker: employee engagement and organizational culture
Qualifying Positions
Qualifying Positions
Qualifications:
Qualifications:
Masters of Science in Teaching, Aug 2013
Senior Professional in Human Resources (SPHR) certification, May 2024
Eligible Positions:
Eligible Positions:
Manager
Assistant/Associate Director
Coordinator
Lead
SPHR Skills
SPHR Skills
"Mary Jean's motivation, desire for progress, and kind approach make her a delightful person to know and to work with." - Thomas Siller, Associate Professor, Civil Engineering, Letter, 2022
Defining Dynamic Scope of Work
Defining Dynamic Scope of Work
Race and Social Justice example
Race and Social Justice example
I can wrap my head around complex programs, including a Race and Social Justice position I applied for.
I built a Miro board, an interactive map of qualifications, experience, and examples, resembling a three-dimensional resume, detailing my Director candidacy.
Directions for Navigation:
Directions for Navigation:
Zoom In: Scroll up
Zoom Out: Scroll down
Move around: Right-click and Drag
Mission, Vision, and Branding
Mission, Vision, and Branding
Mission and Vision Alignment
Mission and Vision Alignment
The first step in management is always to return to the Mission & Vision and (1) use it as a guide, or (2) revise such that the guide has evolved to our current needs. Components to consider include:
Cultivating a spirit of helpfulness
Organizational goals and Strategic Planning
Meeting compliance standards
Data-driven decisions
Improving Customer Service
Branding
Branding
Once this has been established, it is imperative to set branding to:
Solidify goals and expectations
Improve employee belonging, inclusion, and appreciation.
Job Analysis and Workplace Climate Surveys
Job Analysis and Workplace Climate Surveys
I develop a Job analysis, based on time and employee availability, which includes the potential to address the listed topics here, such as:
KSAs
Workflow
Structure
Cultural survey
Climate survey
See Climate Survey template (pdf)
See also Positive Workplace Culture
Growth, Total Rewards, and Talent Management
Growth, Total Rewards, and Talent Management
I develop and deliver training including:
I develop and deliver training including:
Professionalism
Tools for growth and success:
- Wellness and belonging
- Job satisfactionMental health support
Peer support
Updates to company policies, including software recommendations for managing compliance and information dissemination
Employee Recognition
Employee Recognition
I cultivate employe talent and Knowledge, Skills, and Abilities (KSAs) by way of improving employee experiences:
Achievement recognition
Sense of Belonging
Inclusion of voices
Positive workplace culture
See Staff Engagement
2022 Skills Day
Engagement and Retention
Engagement and Retention
The following are examples of programs for which I've advocated and worked on:
Expanding the Care Management program eg. University of Utah Health Care Management Team
Guest lectures- Career Initiative Day, STEM career day/Pi Day
Internships
Heritage and cultural celebrations, such as Black History Month, Veterans Day, and Marriage Equality Day
Study groups
Self-Audits (eg. Student-Led Conferences)
Peer Reviews
Care Management at the University of Utah:
Care Manager Nurses help people with their health care and community service needs, at the right time, right setting and for the best value. We are conscientious to the cultural and linguistic preferences of our members and their supports. Our Care Management program offers our members individual attention to help meet their health care goals. Services include education, advocacy, and coordination of your needed services. This program is no-cost for our members who want care management nursing services.
HR Metrics
HR Metrics
Example Program with HR Metrics: Shared Governance
Example Program with HR Metrics: Shared Governance
University of Utah Health adopted a Shared Governance program, which meant that I could contribute more ideas and implement programs. I focused on improving morale and productivity. For example, I implemented a Peer Review Process, which had the following effects with respect to HR Metrics
Productivity: Increase in tasks completed per day
Training Expenses per Employee, Cost of HR per Employee: Increased peer support and cross-training
Revenue per Employee, Billable Hours per Employee: increased number of patients seen
Absenteeism: increased accountability and reduced Call-outs
See also Nursing Leadership
HR Metrics:
HR Metrics:
I have experience working with the following HR Metrics:
Time to Hire
Cost per Hire
Quality of Hire
Early Turnover
Turnover
Time Since Last Promotion
Revenue per Employee
Billable Hours per Employee
Performance and Potential
Cost of HR per Employee
KPIs - Key Performance Indicators
Absenteeism
Training Expenses per Employee
Overtime Expenses
Engagement Rating
Employee Satisfaction
Leadership Effectiveness
Credit: Academy to Innovate HR
Examples:
Examples:
While managing the Bingham Cyclery shop from Aug 2020 - Aug 2021. I mediated with my employees, avoided formal complaints, and reconciled issues among colleagues, improving work ethic and reducing Absenteeism.
I analyzed Sales vs Foot Traffic to adjust schedules and provide additional training for improving sales
I redesigning the orientation program to a classroom format. I had employees on the floor three weeks faster than the other three shops.
I worked quickly with employees to obtain increases in pay so as to retain them longer.
I implemented several fun and accommodated tasks related to training to gauge employee knowledge and engagement. Sample quiz
Please see Storefront Management for more
Miro Board
Miro Board
I collected my full set of skills, experience, and examples related to my Senior Professional in Human Resources (SPHR) Certification in this interactive map
Directions for Navigation:
Zoom In: Scroll up
Zoom Out: Scroll down
Move around: Right-click and Drag
Wellness
Wellness
Wellness 101 is a compilation of my 16 years of advising and education, of self-awareness tools I currently use in Healthcare.
Please see Belonging, where I discuss Sense of Place
Appropriate Humor in the Workplace
Appropriate Humor in the Workplace
The following is an example of encouraging humor and creativity in the workplace:
2022 Skills Day
Image credit: Raising Cain
Example Crossword activity for my colleagues in the Geriatric Clinic at University of Utah Health
Documents and webpages
Documents and webpages
Google Sites
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