b'Below is an overall summary of strengths and areas for improvement taking into consideration all of the data/information reviewed by the Strategic Planning Committee over the past few months.StrengthsWeaknesses/Areas for Improvement 1.Commitment to increasing access and fair and1.Need to continue to improve access to the timely justiceCourt (in-person and virtual) and make the 2.Good judges and employeesmost areCourt easy to understand and navigate committed to doing a good job/serving the2.Need to improve timely resolution and reduce public; teamworkbacklogs and wait times 3.Good/great judicial and administrative3.Funding and pay challenges; wages are not leadership; new leadership teamcompetitive; benefits have been reduced 4.Work teams are talented4.Lack of coordination of services/programs for 5.Judicial camaraderiecourt users / families 6.Have handled heavy workloads with staffing5.Lack of a uniform e-filing system shortages6.Tend to work in silos; lack of understanding 7.Lots of institutional knowledge; haveof, and appreciation for, all areas of the Court employees with lots of experience(e.g., other divisions, administration, etc.) 8.New employees are included/welcomed; they7.Lack of consistency across the Court in how have new and fresh ideaswe are handling in-person and remote 9.Diversity across the Court; Commitment tohearings and servicesjudge practices, staff DEIpractices; need strong leadership to increase consistency, and increase cooperation and 10. Remote work opportunitiesbuy-in across the Court 11. Committed to making continuous8.Resistance to change; we can get stuck in improvements; want to be innovative; have anhow we have always done it abundance of good ideas9.Lack of communication with employees 12. Most people are willing to change and10. Need to refresh / modernize HR policies and improvepractices (lack incentives, too many 13. A desire to use technology to improve / bevacancies, difficulty recruiting/ filling positions, more efficientlack development opportunities, lack support/ 14. Effective response to the pandemic; ability towellbeing programs for employees; need adapt during the public health crisisadequate funding/staffing; examine structure, 15. Court is addressing the pay issues; there is anetc.) acknowledgement of the need to increase11. Need to refresh / modernize management and wages to help improve hiring and retentionsupervision policies and practices (e.g., 16. New CJC / new facilitymanage a hybrid workforce, transform work culture, upskill/reskill staff, coach and develop employees, celebrate successes; increase recognition, engagement, and satisfaction, etc.) 12. Court culture/work environment: need to build a sense of pride in working for the Court. 13. Impending retirements: the Court is vulnerable with a large number of people eligible to retire now or soon; need to develop successors / the next generations of leaders 14. Not all on one campus; LHJ 15. Lack a presence in the community 16. Relations / communication with County, Clerks Office, Executive Office, justice system partners 20232027 Strategic PlanThird Judicial Circuit Court 27'