Perata-Ashburn WFP Conference
description
Transcript of Perata-Ashburn WFP Conference
Workforce Management Conference
California State California State LegislatureLegislature
February 7, 2008February 7, 2008
California State GovernmentOne of the largest employers in the U.S.
The State’s Aging Workforce
State Employee Age Profile As of 12/31/07
0
5
10
15
20
25
30
35
18-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60+
Age
Per
cent
age CEAs
Mgrs/Supervisors
Rank & File
Who’s eligible to leave in the next 5 years?
• 35% of our current workforce, or roughly 80,000 employees
• 49% of our managers and supervisors
• 75% of our top leadership
Yep, we’ve got problems
Our Current Human Resource System:• Too many separate job classifications• Limited external recruitment
• Application process is confusing
• Hiring process is too slow and too complicated
• Compensation program is not reflective of the labor market and too complex to administer
• Performance management is not tied to business needs, nor is it consistently done
• No statewide workforce plan to address anticipated labor shortages
We’ve also got solutions
· Establish Criteria/Examination
· Conduct Selection/Examination
· Establish Eligibility and Certify Lists
· Develop Training Plan· Update Course Listing· Schedule Courses· Register Trainees· Evaluate Course/Trainer· Manage Training History· Establish Performance Standards· Conduct Employee Performance Evaluation· Develop Career Plan· Analyze Individual Perf
· Identify Work Functions· Identify Staffing Needs· Project Workforce Supply· Identify Workforce Gaps· Analyze Aggregate Perf.· Develop Priorities· Evaluate Plan
· Monitor and Correct Position Allocation
· Audit Appointments· Audit Selection and Hiring
Processes
· Perform Class Studies· Perform Job Analysis· Perform Position Allocation· Provide Information to Public· Establish CEAs/Exempts
· Develop Compensation Packages
· Conduct Salary Reviews· Provide Information To
Public
· Establish California as Employer of Choice
· Manage Recruiting Process· Provide Information to Public· Assist recruiters
Training andPerformance Management
CompensationClassification
Marketing &Recruitment
Testing &Selection
Workforce Planning
Auditing
Relational Data Base
· Competencies· Tasks· Leveling data· Class descriptions
· Entrance Requirement· Benchmark proficiencies· Salary Data
21st Century Project DPA SPB
Department Examination SystemsFi$CalFi$Cal
HR ModernizationHR ModernizationAutomated Integrated SystemAutomated Integrated System
Early Successes
Things we’re doing right now to help
• DPA - delegation to departments
• SPB – interim solutions
• Workforce planning conference
• Coming soon, new exam and cert system
California State Employees
TRAD. BB’s X Y Cyber
.
13%
55%
29%
4% 0.0%
By GenerationBy Generation
The next generation
What can we do to prepare?• Do workforce planning• Look at your work processes• Redefine and restructure• Are you where you need to be with:
– Technology• They demand state of the art• They can multi-task better than us, come up with solutions faster
than we can– Flexibility
• Let your managers know it’s OK to be flexible, manage the work, not the people.
• Telework, flexible schedules• Work/life balance is important to them
– Training and Feedback• Communicate with the new generation, they expect it• Train current managers in how to deal with the new generation• Train the new workers so they are prepared to move up quickly
Workforce Planning Conference• Hosted by DPA and SPB• April 15, DGS – Ziggurat Auditorium• Morning Session
– Limited to 2 people from each department– Geared to Directors, top management– Speakers will be Rosario Marin, Victoria Bradshaw and P.K.
Agarwal.
• Afternoon Session– Limited to 2 people from each department– Directed to staff in charge of workforce planning– “How To” information
• Online Registration starting March 1, DPA’s website
Questions?
Thank you!
Suzy & DaveSuzy & Dave