What We Provide Our Clients

Since 1995, Dacri & Associates, LLC has been helping individuals and organizations improve productivity, service and performance. Our client group varies from major Fortune 500 companies to small not-for-profit organizations.

Our philosophy is that if organizations take care of their employees, organizations will realize outstanding results. People are the organization’s competitive advantage. Our approach is to help organizations get the most value from their employees and attract the best talent available.

We have been successful helping our clients attract new talent and engage, challenge and retain the good performers they already employ. These individuals then contribute to the organization’s current and future goals.

What We Do

Uncomplicating Management Training

Recruitment:
For Rogerson Communities, we recruited their first Manager of Human Resources. We were able to present to them five outstanding candidates who had the technical knowledge to do the job, the leadership capability to become a key member of their management team, and the qualitative traits to ensure a fit within the organization. The result was they hired one of the candidates who hit the road running on day one and was able to make an immediate contribution.

Compensation:
For ABCD Boston, we designed a complete wage and salary program. We evaluated each of their jobs, established rankings for each position, and conducted an external market survey to determined competitiveness and established salary ranges. We then established a mechanism to administer the program and trained a manager to maintain the program. The result, they now have a compensation program that is fair, competitive, affordable and accepted by their management and employees.

Leadership Training:
For Carroll Enterprises, we developed a comprehensive leadership development program. Over a period of six months, every supervisor, manager, and senior executive participated in this program, which included training and follow-up coaching. The result is that their team is now working at a much higher level and there is greater cohesiveness and communication throughout management. (workshops)

Employee Satisfaction Surveys:
For Saint-Gobain Abrasives, we developed and administered an employee satisfaction survey to address this start-up division’s turnover problem. The survey findings pointed to a number of problem areas. Armed with these results, we developed a comprehensive plan to address these employee concerns which management embraced and implemented. The result was increased retention and a workforce that was more engaged and committed to the organization!

Outplacement:
For a major aerospace manufacturer, dealing with the post 911 downturn in the aerospace industry resulted in the need to downsize their operation. Before doing this, they were concerned about the impact on their laid off workers and families; the impact on their remaining workforce; and their potential vulnerability to lawsuits from angry laid off workers. We developed a career transition program that provided these displaced individuals with the tools and the skills needed to quickly find new jobs. The results were that each individual was able to find new employment; the company’s remaining workforce saw that the company cared about all their employees; and there was no negative impact resulting from this layoff.

Performance Management:
For Kennebunk, Kennebunkport & Wells Water District, we developed a comprehensive performance management program that was used to evaluate their management and hourly staff. The program was tied to their salary administration and their performance incentive program. We trained and coached the managers to give effective performance appraisals to their staff. The result is that there is greater accountability, goals are being met, and good performance is rewarded.

Coaching:
We provided candid advice to help the President of a large organization run their company. It was lonely at the top. Previously, she felt she had no one to whom she could talk to about critical issues. The result, I became her trusted coach and advisor who listened intently, asked thought provoking questions, and helped her think through the issues in a clear, objective, and unencumbered manner. (more info)

Compliance:
For Netstal Machinery, we audited their human resource systems to ensure that they were fully compliant with state and federal employment laws. We also developed their human resource systems and trained one of their staff to administer it. The result was the company developed systems, policies and procedures that were fully compliant with the law, educated managers who now know what they can and cannot do and established access to expert consultation when they need it.

Strategic Planning:
For the Northeast Public Power Association we provided and facilitated a strategy development process designed to refocus agency operations through greater staff collaboration and mentoring. The result was improved operations and more individualized service to its members.