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Section Three: ORGANIZATIONAL MANAGEMENT

• President: Hayley Hudson- Provides leadership for the objectives and goals of the program. Serves as the face of the program and represents the program in all professional and social matters. Guides the focus of the program to ensure standards and values are upheld at all times.
• Vice President: Responsible for development and planning phases of the program. Delivers business presentations and spear-heads proposals for new ideas and incorporations for the program. Assuring delegation and a smooth operation of subordinates is kept.
• Assistant Vice President: Manages the personnel and employee portion of the program. Assists employees with their duties in a managerial post. Oversees marketing, human resources and operations for the program.
• Chief Financial Officer: Ensures financial stability and durability for the program. Runs analysis to ensure funds are distributed evenly and allocated for appropriately.
• Staffing Requirements
• Bachelor’s degree minimum (Preferred Masters degree for Vice-President)
• 2 years of experience in a public health related field
• No criminal record
• Great communication skills
• Efficient in Microsoft, Adobe Spark, etc
• Team Player

***All employees and volunteers operating in a medical capacity must have current licenses and/ or certificates and must keep these up to date***

• Job descriptions and work design for management and staff: Management co-ordinates in order to ensure the ideals of the company are kept fundamental to the outcomes. Staff are responsible for the day to day interactions with youth, their parents and the participating community. Together, both management and staff build the program values and assist communities in building healthier youth and both pieces will form the program as a whole and ensure it benefits the intended participants/community fully.
• Human performance standards, measurement and feedback: All standards measureable are compared against the core values and objectives of the program. Non-violation of the founding ideas is essential to compliance within the program. Performance assessments will be administered to all employees and staff members. These evaluations will be based heavily on youth, parent and community member reports on behavior and conduct. Ensuring staff and employees are catering to the program participants in a respectful and genuine manner is essential to the program continuing to grow within the community. This program will run based on feedback from all levels within the chain of command as to be more inclusive and increasing a higher rate of generalizability. It will be easier to continue to cater to a changing crowd such as a community.
• Recruitment and induction: Youth participants are recruited through initial introductions in school settings. Their parents are solicited through youth recommendation and subsequent mailings that edify on the program and benefits. Induction into the program for youth, parents and community members involves a full presentational introduction about the program and expectations.
• Wages, salaries, and benefits: Employees will be compensated based on experience and qualifying education backgrounds. Increases in salary will be granted annually depending on qualifications grading performance, conduct and achievement, yearly reviews. Benefits will be provided to all full-time employees. Volunteers will not be compensated monetarily or be afforded benefits.
• Providing leadership and building employee morale: Leadership and team building training will be offered to all employees and staff. Building morale within the program is a priority in order to grow members rather than constantly filling positions.
• Training needs analysis: Initial training and refresher material will be administered monthly. There will also be mandatory recertification and it will be required that all licenses are kept up to date for applicable professionals. All employees and staff will submit to physical and mental evaluation in order to ensure they are competent and fit to be around children.
• Personnel performance evaluation: Aligning with the core values of the program will ensure all personnel are performing to program standards. Responses and feedback from program participants weigh heavily on members staying compliant in performance and conduct.
• Quality management: Adapting to and catering to the community is how this program will maintain compliance.
• Information management and security: Confidentiality as it pertains to participants/patients when dealing with any medical professionals adjoined to the program will be upheld. There will be no tolerance for confidentiality breaches, security and privacy will be extremely important.
• Performance improvement: There will be quarterly performance testing conducted on all employees. Salary increases will be a potential after yearly reviews and annual end of year reports will be the rewarding factor. Feedback from youth and their parents will allow staff to maintain their values for evaluation moments.

Section Four: CORPORATE GOVERNANCE

• Corporate Structure

Management

• President
• Vice President
• Assistant Vice President
• Chief Financial Officer

Non-management

• Employed Medical Professionals
• Physical Education Counselors
• Dietary Education Counselors
• Community volunteers

• Company Constitution

Article 1

Organization name – Lewisville Community Health Coalition

Article 2

The founding objective of the Lewisville Community Health Initiative is to provide programs and activities that promote healthy lifestyles to the residents of the area with the ultimate goal of improving the overall health in the area and thereby reducing obesity rates.

• Board of Directors – will consist of 5 members which will be the President, Vice President, Assistant Vice President and the Chief Financial Officer along with one elected staff employee for a 5^th vote to represent the non-managerial body of the program.
• Duty of Board of Directors – Provide guidance and wisdom for the direction of the program. Make decisions on behalf of all participating members.
• Board performance appraisal – All voting members will bear witness to each other in an appraisal. Duties as outlined for each member will be voted on compliance or lack of completion. This will include adherence to organization goals, mission, vision and quality or performance. The appraisals will be counted and compiled by a board advisor to avoid bias.
• Advisors to the board – Advisors shall be called upon to assist the board in any split decisions or called in to lend an outside perspective when influence is needed. The president shall also serve as a secondary advisor and reserve the right to impart influence or direction when needed.
• Board and management performance measurements – Completion of all organization trainings and classes on any subject. Meeting quarterly and annual goals. Lack of complaints and disciplinary warnings that may lead to probation or termination.