2003 PDM Honorees

• Alcoa, Inc. recognized that diversity directly contributes to a number of corporate goals and strategies, and developed a comprehensive approach to achieve results through change at the individual, environmental and organizational levels. Mandatory classes, volunteer training programs and recruitment and hiring strategies were implemented to achieve these goals.
• In an effort to support its service excellence strategy, recruit and retain talent amidst workforce shortages, and improve its employee-relations climate, Indiana Regional Medical Center put into place a "People Practices" focus that reflects the organization's value of people, health and exceptional performance.
• The Pittsburgh Zoo & PPG Aquarium established its "Learning in Action" program to support individuals with barriers to employment by providing a learning and working environment that enables them to contribute to the institution and ultimately the community. The program was developed in conjunction with a variety of community partners to build on individual accomplishments, provide challenges and transition them to employment.

• Achieving Excellence, Advancement Track, and Development Track are the three separate, corporate-wide training programs that American Eagle Outfitters developed to address specific challenges faced across the company. These initiatives were designed to retain top performers, attract the best talent to meet the demands of the business, and reduce turnover rates.
• PPG Industries, Inc.'s Aggressive Career Management program focused on identifying and developing individuals with the aspiration and potential to reach senior leadership roles faster than would be possible through more traditional means.

• Alpern Rosenthal created the World Series of Practice Development Program to educate employees on appropriate business development activities, engage them in the process, generate revenue and reach growth goals as defined in the company strategic plan.
• Legal Network met their challenge of better managing relationships within the company, with job candidates, and with external stakeholders and clients to make them more profitable. Individualized employee business plans, customized interviewing techniques, and a job candidate tracking system were implemented to meet this end.
• In order to help people help themselves and provide the most effective ways to respond to requests, NOVA Chemicals created the People Center-- an internal, centralized customer service center to enhance service to employee leaders on human resource issues.

• Alcoa, Inc., Diversity Practices within a Large Organization
• Robert Wholey & Co., Diversity Practices within a Small Organization: Developed a program with the Allegheny Intermediate Unit's English as a Second Language Program to improve the basic communication skills of Vietnamese employees, improve communciation between peer staff and upper management, and improve customer service activities.
• University of Pittsburgh Community Career Development Partnership, Innovation: Created a project to prepare and place low-income, unemployed individuals into entry-level, full-time, permanent positions at the University of Pittsburgh and UPMC.
• Pediatrics South, Significant Progress: Identified strategic direction and translated that strategy into specific organizational and operational initiatives in order to remain independent, solvent, forward thinking and supportive of staff in a changing and complicated healthcare industry.