I was born in Sydney, Australia, and moved to the US for graduate school in 2015, where I met my wife. After six years in the Northeast, we were both ready for a change. We relocated to Denver in 2021, and we aren’t looking back!

Professionally, my background is in higher education. One of my most unique experiences in that space was volunteering to teach community college classes in a federal prison. I also designed and taught courses in a traditional college setting.

I feel lucky that my pivot from higher ed to training adult professionals led me to the State, and the dedicated folks who work in State procurement. Their work touches just about everything the State does, and it’s a privilege to support them.

You may have heard of Skills-Based Hiring (SBH) and wondered why it’s become such a focus among recruiting teams and leaders across the State of Colorado. Why has the Governor issued executive orders encouraging the adoption and implementation of SBH practices and philosophies?  

The answer lies in the many benefits of  SBH, which shifts talent acquisition strategies to prioritize skills. But what do we mean by “skills”? 

• Skills are the knowledge, abilities, and competencies that have been developed through a variety of experiences resulting in real-world productivity contributions.
• Skills demonstrate the application of experience and education.
• Skills represent what someone can do now—what someone can already do, and has already done successfully.

What do we gain when we evaluate and hire focused on skills over traditional hiring practices that prioritize formal credentials and education?

• Reduced time-to-hire and fewer mis-hires—this means more time spent on delivering actual work versus time and effort to continually re-open recruitments and search for talent.
• Increased employee retention—thereby increasing institutional knowledge, less disruption in productivity, and higher employee satisfaction. 
• Stronger performance outcomes—candidates hired based on skills are 2.5x more likely to be high performers.
• Improved breadth and depth of talent pool—looking at skills versus credentials, opportunities open for traditionally underrepresented groups. This includes anyone who did not have the time and/or means for post-secondary education.
• A stronger State of Colorado workforce equipped for the future—emerging needs for new skills can be harnessed through hiring people with existing, proven abilities to adapt and perform in continuously changing work environments. 

So, does that mean my credentials and education don’t matter much?

• Absolutely not! Your skills portfolio includes all of the ways you have become—and are—a productive contributor to the greater good at the State, as it serves the public, and as an Employer of Choice. SBH seeks to showcase the skills obtained through every path—whether on-the-job, volunteer, military, lived experience, self-taught, or formal post-secondary education. SBH seeks to find skills, wherever and however they were obtained.

The value of SBH is the optimal gain that results from recognizing the vital capabilities of every individual and matching them with a role that mobilizes and showcases their talent. Tapping into the ablest correlates with individual fulfillment, augmented productivity and elevated service for the citizens of Colorado. The rewards are for us all.

A grassroots effort is underway in the State of Colorado and it focuses on the four key elements of Operational Excellence. CDOT and CDPS are the core agencies that started the Operational Excellence Training and Development Academy. To date, two successful academies have been launched: the Colorado Change Management Academy and the Colorado Innovation Academy. There will be a total of four academies with the future addition of the Colorado Project Management Academy and the Colorado Facilitation Academy. These academies provide those who manage and facilitate changes within Colorado’s State agencies with the opportunity to earn certifications and develop the essential skills needed to deliver operational excellence across Colorado.

The Colorado Change Management Academy (CCMA) equips State agencies with the essential tools and skills to help ensure that everyone impacted by change is successful in navigating it. This approach supports agencies in fully realizing the intended benefits of their business improvement projects.

Many projects face challenges—or fall short—because not enough time or resources are dedicated to the "people side" of change. By deploying organizational change management and applying change management principles at the project level, agencies can save time and money while also developing role-specific skills that enhance change readiness. This ultimately allows agencies to implement changes more efficiently and effectively.

Start an Organizational Change Management Program at Your Agency!

To date, the following agencies have joined together to deploy Organizational Change Management Programs: CDOT, CDPS, DOR, CDPHE, OIT, DNR, CDA and CDEC. Becoming part of the CCMA allows you and your agency to access Colorado's Prosci Site License and begin developing your own Organizational Change Management Program! To get involved, contact Michelle Malloy at the Colorado Department of Transportation to schedule a briefing session.