In the context of merging wellness and recreation into the Department of Healthy Living, effective Change Management is paramount. Since the merger took place 5 years ago without a strategic plan or change management documentation, it's critical to address the cultural and operational shifts needed.

Focus on engaging the 80% new staff through inclusive communication, setting clear expectations, and building a shared vision. Use the SWOT Analysis to guide the development of change strategies that leverage strengths and opportunities while addressing weaknesses and threats. Establishing clear roles, responsibilities, and providing continuous support and training will facilitate smoother transitions and foster a unified department culture.

Developing a strategic plan for the newly merged department is crucial to align goals, set priorities, and outline the path forward. Start by reviewing existing data, including the SWOT analysis from the wellness division and insights from program reviews.

Engage stakeholders across all levels of the department to gather input and build consensus around strategic objectives. Prioritize initiatives that align with the community's needs and the department's capacity. Consider incorporating a Balanced Scorecard approach to monitor progress and ensure that the department's activities contribute to broader health and wellness outcomes for the community.

With a significant portion of new staff and a need to review and right-size the department’s offerings, robust Program Management practices are essential. Evaluate all current programs against strategic objectives, community needs, and operational efficiency.

This involves not only deciding which programs to drop or continue but also identifying potential new initiatives that align with the department's merged focus on health and wellness. Implementing a structured program management approach will help in effectively managing resources, timelines, and quality of service delivery, ensuring that the department's offerings remain relevant and impactful.

Effective Stakeholder Management is key to the success of the newly formed department. This involves identifying and engaging with all parties that have an interest in or are impacted by the department's activities, including employees, community members, and third-party contributors.

Understanding their needs, expectations, and concerns is crucial for building support for the strategic plan and ensuring its successful implementation. Regular, transparent communication and opportunities for stakeholder feedback are essential components of a comprehensive stakeholder management strategy.

Reviewing contribution agreements with third parties and right-sizing the department requires a strong focus on Financial Management. This involves conducting a thorough Financial Analysis of current programs, funding sources, and expenditures to identify cost-saving opportunities and reallocate resources more effectively.

Develop a financial model that supports strategic decision-making, allowing for Scenario Planning and forecasting. This will not only support the sustainability of the department but also ensure that resources are optimized to deliver the highest impact on community wellness and recreation.