Managerial Development Plan

Action Plan

Goal 1: By June 10, 2026, I will design and implement a Standard Operating Procedure (SOP) for safe removal and return of dogs from kennels by collaborating with staff and the veterinary team, beginning the program with at least two volunteer groups, achieving 100% staff training completion, and reducing handling related safety incidents while ensuring the process is practical, clearly communicated, and integrated into daily shelter operations.

Goal 2: By July 10, 2026, I will develop and implement a structured self-care and we-care initiative to reduce compassion fatigue and burnout among shelter staff and volunteers, by introducing at least 3 stress management strategies, such as debrief sessions, scheduled breaks, and peer check-ins, establishing clear boundaries around workload and time off, and measuring success through staff participation rates and mid-point and final feedback survey that demonstrates improved well-being and overall support.

One of the environmental obstacles to implementing the SOP of Goal One is resistance to change, as staff and volunteers are comfortable with their current routines. Also, time constraints and inconsistent communication will limit training. Personally, I struggle with avoiding difficult conversations and taking on too much responsibility rather than delegating. To overcome these challenges, I will build buy-in through inclusion, clear communication, and shared purpose. I will involve staff, volunteers, and the vet team early in the process, gather their feedback, and clearly communicate the “why” behind the process, emphasizing improved safety, animal welfare, and adoption outcomes. To address personal challenges, I will practice using both direct and empathic communication and intentionally delegate responsibilities to promote team ownership. I will incorporate the SOP into daily operations through onboarding, training, and performance expectations to ensure long-term consistency and success.

Regarding Goal 2, a key environmental obstacle in implementing a self-care and we-care initiative is that many staff and volunteers might feel uncomfortable discussing their emotions in the workplace or may not view self-care as a priority. In a shelter that is fast paced like ours, there is often limited time for participation in activities like debriefing sessions or peer-cheek-ins. A personal obstacle is my strong emotional investment in my work. While my empathy is often a strength, I sometimes struggle to compartmentalize the sadness of animal loss and cruelty cases, which can affect my ability to model emotional balance as a leader. I plan to normalize and model healthy emotional practices by setting boundaries, taking breaks, and acknowledging challenges. I will introduce self-care and we-care strategies in an approachable way to create a psychologically safe environment and build-buy in by clearly communicating their benefits and gathering staff input. I will strengthen my own coping strategies and maintain work-life boundaries to lead with both empathy and consistency.

Action Plan for SOP for Safe Dog Handling

Research

By April 30, I will research best practices and draft the initial SOP by reviewing resources and consulting with certified dog trainer, experienced kennel staff, and the veterinarian team.
Those who are affected will be the vet team, kennel staff, and trainer, as their input ensures safety.
I will use a variety of resources, such as existing shelter protocols, training materials, and input from experts.

Collaboration and Feedback

By May 10, I will meet with the staff, trainers, volunteers, and vet team to review the SOP draft and gather feedback from at least 2 small groups.
Staff and volunteers will engage in a discussion to help improve the SOP and build buy-in.
We will meet in the conference room and provide printed SOP drafts.
I will document feedback and create a revised SOP.

Pilot Program

By May 25, I will implement the SOP with at least 2 volunteer groups, providing hands-on training and demonstrations.
Selected volunteers and staff will test the SOP in real scenarios.
This will require training space, leashes, dogs appropriate for handling, and checklist.
I will collect feedback on clarity, safety, and practicality.

Final Revision and Training Rollout

By June 5, I will finalize the SOP and conduct training sessions for all staff and volunteers.
As this becomes a required standard practice, all staff and volunteers will be affected.
I will use a training schedule, SOP documents, demonstrations, and peer trainers.
I will measure success with 100% staff training completion and documented attendance.

Implementation and Monitoring

By June 10, I will fully implement the SOP into daily operations and monitor compliance from all staff and volunteers.
This will directly impact all shelter staff, volunteers, and the animals.
I will integrate the SOP into the onboarding materials and include it in the daily routine.
To measure the SOP’s success, I will look at the reduction in handling related safety incidents.

Action Plan for Self-Care and We-Care Initiative

Research

By May 25, I will asses staff and volunteer needs by distributing a brief survey and speaking with team members and volunteers about current stressors and gaps in support.
The staff and volunteers will be affected, as their input will help shape the strategies we use.
I will use survey tools such as Google forms, team meetings, and existing wellness resources.
I will identify the top 3-5 stressors.

Develop Care strategies and Plan

I will design at least 3 strategies, such as debrief sessions, scheduled breaks, peer check-ins and outline clear guidelines for workload boundaries and time off.
The entire shelter team will be affected because these strategies will influence daily routines and expectations.
I will research based practices.
I will complete a written plan with clearly defined strategies and expectations.

Build Buy-in and Prepare for Implementation

By June 15, I will present the initiative to staff and volunteers through meetings or small group discussions, gather feedback, and identify 1-2 team members to help support me.
All staff and volunteers will be affected because engagement is necessary for the success of the program.
I will measure the success of the initiative with positive feedback and begin the finalized implementation plan.

Pilot the Care Initiative

By June 30, I will begin the strategies with a small group, facilitating at least one debrief session, implementing scheduled breaks, and initiating peer check-ins.
Those who will be affected at this stage will be the pilot groups.
I will measure success through participation rates and informal feedback.

Implementing and Training

By July 10, I will begin the initiative throughout the shelter, clearly communicating expectations and integrating practices into daily operations with support from team leaders.
All staff and volunteers will be affected, as this becomes part of the workplace culture.
I will measure success through participation tracking.

Monitor and Evaluate Success

I will conduct a mid-point and final feedback survey and track participation in each strategy.
I will use surveys, observations, and information check-ins.
I will measure the initiative’s success through increased participation, positive feedback, and reported improvements in well-being and support.

When developing the SOP for Safe Dog Handling, I referenced the ASPCA resource on creating SOPs, which provided clear guidance on both writing and implementing effective standard operating procedures. This reinforced the importance of polices and procedures as the foundation for consistent and safe organizational practices. In creating a new initiative, such as a wellness program, I also referred to The Nonprofit Program Development Process in 5 Steps by Capterra, which outlines a structured approach from initial research through program launch. Als, I revisited Christie Rogero’s Program Development video, where she highlights the development of the Cat Pawsitive 360 program, to better understand practical application. To support the development of resilience focused strategies, I utilized the Animal Friends Compassion Fatigue Handbook, which provided valuable insight into building effective wellness initiative and supporting staff well-being.