Strategic Plan
2026 -2028
During the strategic planning process, we recognized that truly championing the health, well-being, and equity of our team required adding a sixth pillar of excellence.
Health and workplace equity is the state in which everyone has a fair and just opportunity to attain their highest level of health and workplace safety. Achieving this requires ongoing societal and agency efforts to: address historical and contemporary injustices; overcome economic, social, and other obstacles to health and health care; and foster a safe place for all employees to work and advance. This commitment focuses on the importance of an equitable and inclusive place not only to receive care but for team members to work and advance.
Ensuring health and workplace equity allows for organizations to:
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Reduce racial and gender disparities in life outcomes and access to care.
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Align policies and practices to effectively address equity disparities within care and workforce.
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Increase employee retention and create space for team members to internally advance.
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Ensure employees’ input is valued and included within the decision-making process.
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Create a space where team members can safely challenge existing practices.
Stakeholder Roles
Internal Stakeholders
Top-down, middle-out, and bottom-up methodologies are different approaches BNC uses to solve problems and implement strategies within the organization. Through the planning process, BNC employed a comprehensive approach that integrated all methodologies simultaneously to approach items with a dynamic and inclusive decision-making framework.
Executive leadership provides visionary direction, setting overarching goals and strategies. Simultaneously, directors and managers play a crucial role in translating these strategies into actionable plans, ensuring alignment with the organization’s day-to-day operations. This collaborative bridge between strategic vision and operational realities enhances efficiency and effectiveness.
Our commitment to inclusivity extends to every level, encouraging bottom-up participation. Team members at all levels are empowered to contribute innovative ideas, creating a culture of collaboration and shared responsibility.
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Top-Down Methodology:
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Definition: In this approach, decisions and strategies are formulated at the highest level of the organizational.
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Process: The direction flows from top-level leadership out to the organization, with broad goals and directives.
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Characteristics: Centralized decision-making, clear direction from leadership, streamlined communication, and a focus on overarching organizational goals.
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Middle-Out Methodology:
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Definition: This approach involves collaboration between top-level and mid-level leadership to formulate strategies and decisions.
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Process: Middle-out combines high-level vision with input from mid-level managers who have a closer understanding of day-to-day operations and challenges.
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Characteristics: Decisions are influenced by both top and middle leadership, fostering a balance between strategic vision and operational insights.
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Bottom-Up Methodology:
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Definition: This approach empowers team members at all levels of the organization to contribute ideas, insights, and decisions.
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Process: Decision-making and strategy development start with team members at the frontline level, with ideas and feedback moving upward in the organizational.
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Characteristics: Decentralized decision-making, increased employee engagement, innovation from the ground level, and a focus on local or specific operational needs.
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External Stakeholders
BNC also utilized an integrated stakeholder involvement approach. In addition to internal stakeholders, BNC recognizes the vital role of external stakeholders in shaping our strategic planning process. This integrated approach seamlessly incorporates perspectives from external partners, clients, and community members. By collaborating between internal and external stakeholders, we can gain a comprehensive understanding of the broader organizational impacts and ensure that strategic decisions align with external expectations and needs.
Our Approach
As part of developing the 2026–2028 Strategic Plan, BNC engaged in a comprehensive internal and external assessment to understand where we are today and where we need to go next. Each program and department contributed insights through a structured SWOT process—identifying organizational strengths, areas for improvement, emerging opportunities, and external challenges. These individual assessments were then synthesized into a center-wide view of our environment and future needs.
In addition to the SWOT process, every program and department participated in technology planning. This allowed teams to reflect on both the complexity and the critical nature of healthcare delivery, where information technology must remain agile and responsive to the needs of clients and staff. This planning ensures BNC can enhance the quality of care, operate more efficiently, and anticipate future technological needs
BNC also completed an integrated accessibility review as part of the planning process. Accessibility, in this context, goes beyond physical spaces—it includes the full experience of everyone who interacts with BNC: clients, families, employees, volunteers, referral partners, and community members. This work helped us examine barriers across areas such as communication, technology, environment, transportation, employment practices, and community integration. Incorporating accessibility into our planning strengthens our commitment to inclusion, equity, and continuous improvement across the organization.
Lastly, BNC completed an agency-wide risk analysis and developed a corresponding risk plan. By identifying and managing risks proactively, we can ensure compliance, protect financial stability, safeguard client well-being, and uphold BNC’s reputation as a center of excellence in mental health care.Rather than sharing every detail of these internal assessments, this strategic plan highlights the themes that emerged across the organization and how they shaped our strategic priorities. This approach allowed us to take a thoughtful, honest look at our systems, our culture, the needs of our community, and the opportunities ahead.
These insights directly shaped the goals and strategies outlined in this strategic plan. By grounding our direction in real data and team member insight—rather than assumptions—we ensure that our priorities are responsive, realistic, and aligned with the needs of those we serve.
Performance Measurement & Management
BNC demonstrates its commitment to accountability through Performance Measurement and Management, leveraging key performance indicators (KPIs) to enhance outcomes for individuals served and stakeholders. BNC utilizes Measuring Program Success as a strategic resource. This approach, guided by the five pillars of excellence plus the equity lens, spans accredited programs and broader business functions. Seamlessly integrating industry-leading principles, BNC ensures transparency and empowers stakeholders through regular KPI measurement.
People
Information about staff, both new hires and current members, turnover, satisfaction, overtime, and equity. Include ideas to help employees see the impact they have on the program and organization.
Service
Include services being provided and other relevant information pertaining to client care.
Quality
List quality indicators, their goal, and status of each indicator.
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Effectiveness – The results achieved by the individuals served.
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Social Determinants of Health (SDOH)
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Child and Adolescent Functional Assessment Scale (CAFAS)
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Discharge Reason
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Efficiency – Resources used to achieve results for the people served.
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Progress Note Timeliness
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Registration to Clinical Intervention
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Access – Are people getting in for care, how soon, and do we need to do better?
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Registration to Intake
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Intake to First Service
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Satisfaction/Feedback – The measured experience of services and other feedback from stakeholders for each program. This will be done for both internal and external stakeholders.
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Client & Family Satisfaction Survey
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Community Partners Satisfaction Survey
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Employee Satisfaction Survey
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Finance
Include information about how individual teams are doing, the program collectively, and the organizational impact. Try providing a useful snapshot of the financial bottom line.
Growth
Include data on the number of clients being seen and where improvements are needed. Offer suggestions or other input for improving these numbers, reducing wait times, etc.
Workplace Equity
Ensuring all employees have fair access to opportunities, resources, and support based on their individual needs. It focuses on removing barriers and addressing systemic inequalities so everyone can thrive.
