CULTURE AND PERFORMANCE
2026-2027 Focus
Accountability & Recognition
Pulse results continue to reinforce our baseline.
What We Heard
Accountability
+
Recognition
Where We’re Focusing
We are turning accountability into common practice and intentionally recognizing the behaviors that build a culture of accountability.
What That Means
Accountability Initiatives
Initiative | Our Commitment | Lead |
Clear Expectations & Communication | Implement Well-Workplace Policy by 1/1/27 | HR/Risk |
Leadership Accountability Practices | Deliver 3 accountability trainings by 10/31/26 | HR |
Embed accountability prompts into leadership meetings beginning 9/2/26 | Leadership | |
Employee Feedback & Continuous Improvement | Launch Culture Corner in employee newsletter to share what we heard + what we’re doing beginning 9/3/26 | HR & CR |
Organizational Accountability & Capacity | Implement updated org structure (3 assistant CM) by 09/30/26 | Admin |
Organizational Alignment
We strive to better our natural environment, community, public assets, and organization. We are committed to providing quality services that are accessible, accurate, and innovative. We hold ourselves to high standards of honesty and dependability in conducting all county business.
Values Alignment
Stewardship • Ethics • Excellence • Open Communication
Cultural Practices
Assume responsibility for results, honor commitments, and demonstrate ownership whether outcomes are successful or require learning and adjustment
Strategic Area: Accountability
Pulse Survey Scores | Q1 | Q3 | Q4 |
Our culture models ownership and shared responsibility. | 3.8 | 3.8 | |
We regularly reflect on what is working and what requires learning and adjustment. | 3.9 | 3.9 |
|
My leader communicates expectations clearly and consistently. | 4.0 | 4.0 | |
Strategic Area: Appreciation Practices
Pulse Survey Scores | Q1 | Q3 | Q4 |
Leadership shows appreciation for good work, e.g. extra effort, excellence. | 3.9 | 3.8 | |
I am provided recognition that is meaningful to me. | 3.7 | 3.7 |
|
Initiative | Our Commitment | Lead |
Meaningful Recognition Practices | Update the employee recognition form to reflect Caring Workplace behaviors by 1/31/27 | HR |
| Update Connection session questions to prompt reflection on behavior change and growth By December 2026 | |
Celebration of Contributions & Growth | Identify 2027 recognition improvements, using employee feedback, by 2/1/2027 | Leadership & HR |
Organizational Storytelling & Recognition | Highlight at least one example of accountability in action in each Culture Corner beginning with December 2026 newsletter | CR & HR |
Appreciation Practices Initiatives
Organizational Alignment
We value the contributions of our employees and recognize that appreciation and recognition strengthen engagement, connection, wellbeing, and organizational culture.
Values Alignment
Positive Work Environment • Collaboration • Excellence
Cultural Practices
Create a culture where appreciation is expressed intentionally and consistently by recognizing contributions, celebrating successes and growth, and reinforcing behaviors that reflect our organizational values and caring workplace culture.
Strategic Area: Intentional Connection
Pulse Survey Scores | Q1 | Q3 | Q4 |
I feel like I have a meaningful connection to my leader. | 4.1 | 4.1 | |
I feel like I have a friend at work. | 4.2 | 4.2 |
|
I feel like my leader shows interest in me as a person, not just an employee. | 4.2 | 4.3 | |
Organizational Alignment
We put people first by fostering meaningful relationships, open communication, and connection across teams, departments, and work environments. Strong relationships strengthen collaboration, engagement, and our ability to serve the community together.
Values Alignment
Collaboration • Open Communication • Positive Work Environment
Cultural Practices
Create intentional opportunities for employees to feel connected, supported, heard, and valued through relationship-building, active listening, leadership visibility, and meaningful engagement across the organization.
Strategic Area: Trust & Psychological Safety
Pulse Survey Scores | Q1 | Q3 | Q4 |
Leadership recognizes honest mistakes as a part of doing business. | 4.1 | 4.1 | |
It is okay to have a different opinion here. | 3.7 | 3.8 |
|
I have trust in the organization’s leadership team. | 3.9 | 4.0 | |
I trust my direct leader. | 4.3 | 4.3 | |
I feel like I belong in my organization. | 4.2 | 4.2 | |
Organizational Alignment
We are committed to creating a respectful, inclusive, and supportive workplace where employees feel safe contributing ideas, asking questions, sharing feedback, and learning through experience and collaboration.
Values Alignment
Ethics • Open Communication • Positive Work Environment
Cultural Practices
Build trust through transparency, consistency, active listening, respectful dialogue, and follow-through while fostering an environment where employees feel comfortable speaking up, challenging ideas respectfully, and contributing authentically.
Strategic Area: Culture of Learning
Pulse Survey Scores | Q1 | Q3 | Q4 |
I feel that learning is a part of our culture at our organization. | 4.3 | 4.3 | |
My development is important to the organization. | 4.2 | 4.2 |
|
Organizational Alignment
We invest in our people by creating opportunities for learning, growth, development, and continuous improvement in service to our employees, teams, and community.
Values Alignment
Excellence • Positive Work Environment • Collaboration
Cultural Practices
Protect and strengthen a culture where employees feel supported in learning, asking questions, developing new skills, and growing through feedback, collaboration, and experience.
Strategic Road Map: Meaningful Work
Pulse Survey Scores | Q1 | Q3 | Q4 |
The work I do is meaningful to me. | 4.5 | 4.5 | |
I understand how my work moves the mission of the organization forward. | 4.5 | 4.5 |
|
Meaningful Work was identified as one of our strongest Pulse Survey areas.
We are committed to protecting and continuing to build upon this strength across the organization.
Organizational Alignment
We are committed to helping employees understand how their work contributes to the mission of Pitkin County, supports the community, and creates positive impact for residents, visitors, and one another.
Values Alignment
Stewardship • Excellence • Collaboration
Cultural Practices
Protect and strengthen employees’ connection to purpose by reinforcing how individual contributions support organizational goals, community service, and meaningful outcomes.
HR Website: Caring Workplace
Strategy Framework & Results