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					State of Washington
Department of Transportation
Ferries Division                           Plan & Align
                                            Workforce


Merit 5 Employees Only           Hire
                               Workforce
                                            Deploy
                                           Workforce
                                                           Reinforce
                                                          Performance


                                            Develop
Human Resource                             Workforce


Management Report




FY2008 07/01/07 to 06/30/08
                                                                         WSDOT Ferries Division Merit 5 Employees Only FY2008


             Managers’ Logic Model for Workforce Management
                          Outputs                    Initial Outcomes         Intermediate Outcomes
                Articulation of managers     Managers understand            Foundation is in place
                HRM accountabilities. HR     HRM accountabilities.
Plan & Align    policies. Workforce          Jobs, staffing levels, &
                                                                            to build and sustain a
 Workforce      planning. Job classes &      competencies aligned           productive, high
                salaries assigned.           with agency priorities.        performing workforce.


                Qualified candidate pools,   Best candidate hired &         The right people are in             Ultimate Outcomes
                interviews & reference       reviewed during
   Hire         checks. Job offers. Appts    appointment period.
                                                                            the right job at the right
                                                                                                            Employees are
 Workforce      & per-                       Successful performers
                                                                            time.                           committed to the work
                                                                                                            they do & the goals of
                formance monitoring.         retained.
                                                                                                            the organization
                                                                                                            Productive, successful
                Work assignments&            Workplace is safe, gives       Time & talent is used           employees are retained
                requirements defined.        capacity to perform, &
  Deploy        Positive workplace           fosters productive             effectively. Employees          State has workforce
 Workforce      environment created.
                Coaching, feedback,
                                             relations. Staff know job
                                             rqmts, how they’re doing,
                                                                            are motivated &                 depth & breadth needed
                                                                            productive.                     for present and future
                corrections.                 & are supported.                                               success


                Individual development       Learning environment           Employees have
                plans. Time/ resources       created. Employees are
  Develop       for training. Continuous     engaged in develop-
                                                                            competencies for                Agencies are better
 Workforce      learning environment         ment opportunities & seek
                                                                            present job & career            enabled to successfully
                                                                                                            carry out their mission.
                created.                     to learn.                      advancement
                                                                                                            The citizens receive
                                                                                                            efficient government
                                                                                                            services.
                Clear performance            Employees know how             Successful perf is
                expectations linked to       performance contributes        differentiated &
 Reinforce      orgn’al goals & measures.    to success of orgn.            strengthened.
Performance     Regular performance
                appraisals. Recognition.
                                             Strong performance
                                             rewarded; poor
                                                                            Employees are held
                Discipline.                  performance eliminated         accountable.

                                                                                                                                    2
                                                                                 WSDOT Ferries Division Merit 5 Employees Only FY2008


                             Standard Performance Measures


               •   Percent supervisors with current performance expectations for workforce
Plan & Align       management
 Workforce     •   Management profile
               •   Workforce planning measure (TBD)
               •   Percent employees with current position/competencies descriptions


               •   Time-to-fill funded vacancies                                                                   Ultimate
   Hire
               •   Candidate quality                                                                              Outcomes
               •   Hiring Balance (Proportion of appointment types)
 Workforce     •   Separation during review period

                                                                                                           Employee survey ratings on
               •   Percent employees with current performance expectations                                  “commitment” questions
               •   Employee survey ratings on “productive workplace” questions                             Turnover rates and types
  Deploy       •
               •
                   Overtime usage
                                                                                                           Turnover rate: key
 Workforce     •
                   Sick leave usage
                   Non-disciplinary grievances/appeals filed and disposition (outcomes)
                                                                                                            occupational categories
               •   Worker safety                                                                           Workforce diversity profile
                                                                                                           Retention measure (TBD)


               •   Percent employees with current individual development plans
  Develop      •   Employee survey ratings on “learning & development” questions
 Workforce     •   Competency gap analysis (TBD)




               •   Percent employees with current performance evaluations
 Reinforce     •
               •
                   Employee survey ratings on “performance & accountability” questions
Performance
                   Disciplinary actions and reasons, disciplinary grievances/appeals filed and
                   disposition (outcomes)
               •   Reward and recognition practices (TBD)

                                                                                                                                          3
                                                                                                        WSDOT Ferries Division Merit 5 Employees Only FY2008

Plan & Align                 Agency Priority: High                      Workforce Management Expectations
 Workforce
                             Percent Merit 5 Supervisors with current performance expectations                           Analysis:
                             for workforce management = 100%
                                                                                                                          The methods which are utilized are
Outcomes:                                                                                                                  adequate for communication
                             Total # of Merit 5 Supervisors with current performance expectations                          expectations.
Managers understand          for workforce management as of 06/30/08 = 212
                                                                                                                          However, whether the methods utilized,
workforce management
                             Total # of Merit 5 Supervisors as of 06/30/08 = 212                                           in the frequency utilized, are sustained
accountabilities. Jobs and                                                                                                 adequately, needs to be tracked.
competencies are defined         Only FASPAA, MEBA Licensed, MM&P, and Metal Trades
and aligned with business        Collective Bargaining Units (CBU’s) have Supervisory                                    Action Steps:
priorities. Overall              positions:                                                                               Line HR Representatives assigned to
                                 FASPAA: Terminal Supervisor; MEBA Licensed: Staff Chief                                   Deck, Vessel Preservation &
foundation is in place to        Engineer, Chief Engineer; MM&P: Staff Master, Master; Metal                               Maintenance, and Terminals are tracking
build & sustain a high           Trades: General Forman                                                                    the frequency of use of a sampling of
performing workforce.                                                                                                      areas to help determine sustainability. At
                                                                                                                           this point in time we see no issues.
                             Performance Expectations Functional Equivalents
                                 New Hire Orientation
                                 Tracking and Publication of Ferries System Wide Metrics
Performance                      Quick Notices
Measures:                        Fleet Advisory
                                 Fleet Focuses
Percent supervisors with         Weekly Meeting with Staff
current performance              Staff Master, Staff Chief Meetings
expectations for                 Attendance Records (quarterly reports)
workforce management             Safety Management Systems (SMS) (including internal audits)
Management profile               Training Records
                                 Safety Management System (SMS) (including annual internal audits)
Workforce Planning               Bi-Monthly Training log
measure (TBD)                    “Initial Vessel Familiarization” for licensed deck personnel
Percent employees with           “Detailed Vessel Familiarization List” for specified deck personnel
current position/                “Performance notifications”
competency descriptions          “Performance Log” for terminals employees

                             Data as of June 2008
                             Source for data: HRMS, Org Charts
                             Source for performance appraisal equivalents information: Operating Departments; Communications Department; HR Department Records;
                             Safety Management System (SMS), Automated Operating Support System (AOSS) Dispatch System.                                               4
                                                                                              WSDOT Ferries Division Merit 5 Employees Only FY2008

Plan & Align                  Agency Priority: High
                                                                                   Management Profile
 Workforce
                              WMS Employees Headcount = 0                                                 Analysis:
                              Percent of Ferries Merit 5 workforce that is WMS = 0%                        There are no “Manager” positions (EMS,
Outcomes:                                                                                                   WMS, GS) in Merit 5.
                              Managers* Headcount = 0
Managers understand           Percent of Ferries Merit 5 workforce that is Managers* = 0%                  All management oversight of Merit 5
workforce management                                                                                        employees is performed exclusively by
                              * In positions coded as “Manager” (includes EMS, WMS, and GS)                 Merit 1 employees.
accountabilities. Jobs and
competencies are defined
and aligned with business
priorities. Overall
foundation is in place to
build & sustain a high
performing workforce.




Performance
Measures:
Percent supervisors with
current performance
expectations for workforce
management
Management profile
Workforce Planning
measure (TBD)
Percent employees with
current position/
competency descriptions




                             Data as of June 2008
                             Source: HRMS, Organization Charts                                                                                       5
                                                                                                    WSDOT Ferries Division Merit 5 Employees Only FY2008

Plan & Align                                                    Current Position/Competency Descriptions
 Workforce
                                Agency Priority: High

Outcomes:                       Percent Merit 5 employees with current                                                 Analysis:
Managers understand             position/competency descriptions = 100%                                                • We have adequate numbers/methods of job
workforce management                                                                                                     descriptions (at least two types per position
                                Total # of Merit 5 employees with current position/competency                            in each of nine collective bargaining units).
accountabilities. Jobs and
                                descriptions as of 06/30/08 = 1,642
competencies are defined                                                                                               Action Steps:
                                Total # of Merit 5 employees as of 06/30/08 = 1,642
and aligned with business
                                                                                                                       • Line HR Representatives will determine last
priorities. Overall
                                Job Descriptions are Available in the following                                          updates of each job description and method
                                                                                                                         by which they are updated and make
foundation is in place to         Formats:                                                                               determination as to whether frequency is
build & sustain a high                                                                                                   adequate, and whether it is sustainable by
                                 Position Descriptions (including Essential Job
performing workforce.                                                                                                    12/31/08.
                                  Functions)
                                 Classification Questionnaires
                                 Safety Management System Documents
Performance
Measures:                        Collective Bargaining Agreement Language
Percent supervisors with
current performance
expectations for workforce
management
Management profile
Workforce Planning
measure (TBD)
Percent employees with
current position/
competency descriptions


                             Data as of June 2008
                             Source for data: HRMS
                             Source for all descriptions: Operating & HR Departments; Safety Management System (SMS), Collective Bargaining Agreements (CBA’s)       6
                                                                                                              WSDOT Ferries Division Merit 5 Employees Only FY2008

    Hire                         Agency Priority: Medium                          Time-to-fill / Candidate Quality
  Workforce                                   Time-to-fill Funded Vacancies                                      Analysis:
                                 Average number of days to fill*:                              38.66             • Time-to-fill for first six months of FY2008 depends
                                                                                                                   primarily upon bid timing process for each bargaining
Outcomes:                        Number of vacancies filled:                                     129               unit, because numbers for first six months of fiscal year
                                                                                                                   was weighted toward internal bids
Best candidates are hired        *Equals # of days from creation of the requisition to job offer acceptance
and reviewed during                                                                                              • Number for second six months of fiscal year was
                                                                                                                   weighed toward external hires, so time to fill number for
appointment period. The                                                                                            complete year is higher than first six months
right people are in the right                           Candidate Quality
                                                                                                                 • Office jobs were 75+ days in first six months and has
job at the right time.           Of the candidates interviewed for vacancies, how many had                         diminished to 71+ days for year
                                 the competencies (knowledge, skills & abilities) needed to                      • Recent realignment of HR department to assign HR
                                 perform the job?                                                                  generalists for each work group may help reduce the
                                                                                                                   time to fill number for fleet employees
Performance                          Number = 136 Percentage = 85%
Measures
                                                                                                                 Action Steps:
                                 Of the candidates interviewed, were hiring managers able to                     • Have assigned HRC-Recruiting to analyze data to track:
Time-to-fill vacancies
                                 hire the best candidate for the job?                                              1) internal, 2) external, and 3) combined numbers, for
Candidate quality                                                                                                  ability to perform more detailed analysis
                                     Yes
Hiring Balance (proportion                                                                                       • Have assigned to the Office HR Manager to analyze
of appointment types)                                                                                              and develop plan to track office separately and develop
                                                                                                                   plan to lower these numbers. Will analyze whether “start
Separation during review
                                                                                                                   on 1st or 16th of month only” has affected/will affect the
period
                                                                                                                   numbers.
                                                                                                                 • A “Recruiting Plan” template is being developed by
                                                                                                                   HRC-Recruiting and HR Manager to be utilized as a
                                                                                                                   base to develop written recruiting plans for office
                                                                                                                   positions. It will be completed by 12/31/08. More
                                                                                                                   management/professional input will be gained for
                                                                                                                   sourcing and screening ideas
                                                                                                                 • Labor Relations Manager will continue to analyze
                                                                                                                   numbers bargaining unit-by-bargaining. Example:
                                                                                                                   eliminating IBU closed shop on 07/01/07 could reduce
                                                                                                                   their number; continuing to have a MEBA closed shop
                                                                                                                   will help to maintain their low number
                                Data as of June 2008
                                Source: Ferries HR Department Recruiting Function                                                                                              7
                                Records
                                                                                                                   WSDOT Ferries Division Merit 5 Employees Only FY2008

    Hire                        Agency Priority: Medium
                                                                  Hiring Balance / Separations During Review Period

  Workforce
                                                   Types of Appointments                                                Analysis:
                                                                                          New Hires                     • Ferries has no preconceived belief that the “mix” of
Outcomes:                                                                                   98%                           types of appointments should be different then the
                                                                                                                          current “mix”.
Best candidates are hired
and reviewed during                                                                                                     • Ferries HR distributes once per month, a reminder
                                                                                                                          notice to Directors and Managers regarding the due
appointment period. The                                                                                                   dates of probationary employees, highlighting when
right people are in the right                                                                                             they will complete probation. We need to track to
                                                                                                                          see if this may actually raise the “involuntary”
job at the right time.
                                                                                                                          separation numbers of employees during their
                                                                                                                          probationary periods.

                                                                                                                        Action Steps:
Performance                               Exempt                                                                        • Line HR Representatives will continue to analyze
Measures                                   0%                                                                             detail of the probationary separations. With the HR
                                                                                                                          Manager, will develop action plan by 12/31/08, if
Time-to-fill vacancies                              Transfers                           Other
                                                                      Promotions                                          they determine action plan needed beyond current
                                                       1%                1%              0%
Candidate quality                                                                                                         action being taken.
Hiring Balance                  Total number of appointments = 147                                                      • Task force being developed by HR Manager to
(proportion of                  Includes appointments to permanent vacant positions only; excludes reassignments          examine options, including financial aspects and
                                “Other” = Demotions, re-employment, reversion & RIF appointments
appointment types)                                                                                                        legal issues of “on call” positions. If eventually
                                                                                                                          move to a “guaranteed minimum hours of work”
Separation during review                     Separation During Review Period                                              system, may help to reduce overtime by having
period
                                Probationary separations - Voluntary                                  13                  more readily available employees.
                                Probationary separations - Involuntary                                 7
                                        Total Probationary Separations                                20

                                Trial Service separations - Voluntary                                  0
                                Trial Service separations - Involuntary                                0
                                         Total Trial Service Separations                               0

                                Total Separations During Review Period                                20



                                Data as of June 2008
                                Source: Internal Recruiting Data, AOSS                                                                                                           8
                                                                                                    WSDOT Ferries Division Merit 5 Employees Only FY2008

   Deploy                                                             Current Performance Expectations
  Workforce
                                  Agency Priority: High
Outcomes:
                                 Percent employees with current performance                                          Analysis:
Staff know job
                                 expectations = 100%                                                                  The methods which are utilized are adequate
expectations, how they’re                                                                                              for communication expectations.
doing, & are supported.          Total # of Merit 5 employees with current performance expectations                   However, whether the methods utilized, in
Workplace is safe, gives         as of 06/30/08 = 1,642                                                                the frequency utilized, are sustained
capacity to perform, &           Total # of Merit 5 employees as of 06/30/08 = 1,642                                   adequately, needs the be tracked.

fosters productive
                                 Performance Expectations                                                            Action Steps:
relations. Employee time
                                 Functional Equivalents:                                                              Line HR Representatives assigned to Deck,
and talent is used
                                                                                                                       Vessel Preservation & Maintenance, and
effectively. Employees are                                                                                             Terminals will track the frequency of use of a
                                    New Hire Orientation                                                              sampling of areas to help determine
motivated.
                                    Tracking and Publication of Ferries System Wide Metrics                           sustainability. Does not appear to be an
                                    Quick Notices                                                                     issue at this point in time.
                                    Fleet Focuses
Performance                         Weekly Meeting with Staff
Measures                            Staff Master, Staff Chief Meetings
Percent employees with              Attendance Records (quarterly reports)
current performance                 Safety Meetings & Records
expectations                        Training Records
                                    Safety Management System (SMS) (including annual internal
Employee survey ratings              audits)
on “productive workplace”           Bi-Monthly Training log
questions                           “Initial Vessel Familiarization” for licensed deck personnel
Overtime usage                      “Detailed Vessel Familiarization List” for specified deck personnel
                                    “Performance Notifications”
Sick leave usage                    “Performance Log” for terminals employees
Non-disciplinary
grievances/appeals filed
and disposition (outcomes)
                             Data as of June 2008
Worker safety                Source for data: HRMS, Org Charts
                             Source for performance appraisal equivalents information: Operating Departments; Communications Department; HR Department Records; Safety
                             Management System (SMS), Automated Operating Support System (AOSS) Dispatch System.                                                         9
                                                                                         WSDOT Ferries Division Merit 5 Employees Only FY2008

   Deploy                                               Employee Survey “Productive Workplace” Ratings
  Workforce

Outcomes:

Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
                                        Ferries Merit 5 Employee Data is included in the overall WSDOT survey results
relations. Employee time                                       and is not available separately
and talent is used
effectively. Employees are
motivated.


Performance
Measures
Percent employees with
current performance
expectations                  Analysis:
Employee survey ratings        Need to determine what WSDOT is doing for Merit 1, since survey results are combined Merit 1 and Merit 5, and action
on “productive                  plan presumably addresses all.
workplace” questions
                              Action Steps:
Overtime usage
                               Action steps identified in other areas (e.g. “Workforce Management Expectations”, “Current Position/Competency
Sick leave usage
                                Descriptions”, “Current Performance Expectations”, “Non-Disciplinary Grievances”, “Individual Development Plans”, and
Non-disciplinary                “Turnover Rates”) should all be factors in potentially improving these numbers.
grievances/appeals filed
and disposition (outcomes)
Worker safety
                             Data as of June 2008
                             Source: HQ HR Department                                                                                                  10
                                                                                                                                                                                                    WSDOT Ferries Division Merit 5 Employees Only FY2008
                                                                                                                                                                               Overtime Usage
   Deploy
                                Agency Priority: High


  Workforce                                                        Average Overtime (per capita) *                                                                                                                  Overtime Cost - WSF - Merit 5
                                                      15                                                                                                                                               Jun-08                           $468,559
                                                      13                                                   11.05                                                                                       May-08                          $442,599
                                                      11
Outcomes:                                                      9.13




                                Average OT Hours
                                                       9                  8.03 7.55                                                                                                                    Apr-08                          $440,665
                                                                                                                       7.03 5.39
                                                       7                                        5.57                                         5.89                                                      Mar-08                          $449,110
Staff know job                                                                                                                                          4.28 4.24 4.16 4.66
                                                       5                                                                                                                                               Feb-08                                        $610,938
expectations, how they’re                              3
                                                                                                                                                                                                       Jan-08                                     $556,618
doing, & are supported.                                1
                                                      -1                                                                                                                                               Dec-07                               $519,062




                                                                          Aug-07

                                                                                     Sep-07




                                                                                                                                                                   Apr-08
                                                                                                Oct-07

                                                                                                            Nov-07

                                                                                                                       Dec-07



                                                                                                                                             Feb-08
                                                               Jul-07




                                                                                                                                  Jan-08




                                                                                                                                                                                         Jun-08
                                                                                                                                                        Mar-08



                                                                                                                                                                              May-08
Workplace is safe, gives
                                                                                                                                                                                                       Nov-07                                                       $798,481
capacity to perform, &
                                                                                                Avg OT Hrs - WSF Merit 5                                                                               Oct-07                        $408,095
fosters productive            Overall Merit 5 average overtime usage – per capita, per month: 6.41                                                                                                     Sep-07                                   $527,125

relations. Employee time                                                                                                                                                                               Aug-07                                     $567,977
                                                           % Employees Receiving Overtime
and talent is used                                                                                                                                                                                      Jul-07                                               $682,939
                                                      100
effectively. Employees are                                                                                     71
                                                       80         67         67
                                  Percent Employees




                                                                                        62         64                     64
motivated.                                             60
                                                                                                                                                                                                      Action Steps:
                                                                                                                                     41         43         41        42         43         45
                                                       40                                                                                                                                              Payroll Manager, with support of Labor Relations Manager
                                                       20
                                                                                                                                                                                                        and Line HR Representatives, will research, obtain more
Performance                                                                                                                                                                                             detailed data, and then analyze further, concentrating on
Measures                                                   0
                                                                                                                                                                                                        two areas: 1) Breaking down overtime to reflect overtime
                                                                 Jul-07

                                                                            Aug-07

                                                                                       Sep-07

                                                                                                  Oct-07



                                                                                                                         Dec-07

                                                                                                                                    Jan-08




                                                                                                                                                                     Apr-08



                                                                                                                                                                                           Jun-08
                                                                                                                                               Feb-08
                                                                                                              Nov-07




                                                                                                                                                          Mar-08



                                                                                                                                                                                May-08
Percent employees with                                                                                                                                                                                  not directly related to a particular shift issue (e.g. vessel
current performance                                                                             Pct EE's w/OT - WSF Merit 5                                                                             realignments, training assignments), or that are directly
expectations                                                                                                                                                                                            related to a particular shift issue (e.g. shift employee
                              Overall Merit 5 average employees receiving overtime per month: 54%                                                                                                       covering for an employee who calls in sick), 2) Periodic
Employee survey ratings                                                                                                                                                                                 unpaid time off at request of employees (e.g. in lieu of sick
on “productive workplace”     Analysis:                                                                                                                                                                 day when calling in sick).
questions
                               Collected Merit 5 overtime data from IT, by month, for                                                                                                                 Other steps are being taken (details mentioned on other
Overtime usage                  FY 2008 and created Excel spreadsheet to calculate the                                                                                                                  pages of report) to address: 1) Negotiations with the IBU
Sick leave usage                averages                                                                                                                                                                on methodology/process used for dispatch of employees
                                                                                                                                                                                                        in the IBU (recently successfully completed), 2) Task
Non-disciplinary               Note: 100% of Merit 5 employees are eligible for
                                                                                                                                                                                                        force being developed to examine options, including
grievances/appeals filed        overtime, therefore “%” of employees receiving
                                                                                                                                                                                                        financial aspects and legal issues of “on call” positions. If
and disposition (outcomes)      overtime” may not be an appropriate comparator
                                                                                                                                                                                                        eventually move to a “guaranteed minimum hours of work”
                                between Merit 5 and other State entities
Worker safety                                                                                                                                                                                           system, may help to reduce overtime by having more
                                                                                                                                                                                                        readily available employees.
                             Data as of June 2008
                                                                                                                                                                                                                                                                           11
                             Source: HRMS; Ferries IT; Payroll
                                                                                                                                                            WSDOT Ferries Division Merit 5 Employees Only FY2008

   Deploy                          Agency Priority: High                                                                          Sick Leave Usage

  Workforce                                                               Average Sick Leave Use                                                                     Analysis:
                                         20                                                                                                                             Collected Merit 5 data from HRMS and created Excel
                                         19                                                                                                                              spreadsheet to calculate the averages.
Outcomes:                                18
                                                                                                                                                                        Note: On Jones Act injuries, employees can utilize full
                                         17                                                                    18.16 17.45
                                         16                                                                                       17.61 17.48                            sick days in addition to maintenance payments. L & I
Staff know job                                16.79 17.07                  17.46 17.35
                                         15                      16.33                                                                                                   employees will only use sick days (hours) to fill in “gap”
                                                                                             16.18 15.82                                             15.82
expectations, how they’re                14                                                                                                                              between their L & I partial wages payment and full
                                         13                                                                                                                              salary. May skew numbers somewhat higher for Merit
doing, & are supported.                  12                                                                                                                              5.
                             Avg Hours

Workplace is safe, gives                 11
                                                                                                                                                                        Note: New IBU employees in “on call” status do not
                                         10
capacity to perform, &                    9                                                                                                                              earn sick days until they have worked 1,040 hours. May
                                          8                                                                                                                              skew numbers slightly lower for Merit 5.
fosters productive                        7
                                          6                                7.42 6.92 7.32                      7.53 7.62 7.12                                        Action Steps:
relations. Employee time                                6.76 6.34
                                          5                                                           5.95                                  6.05 5.85
                                              5.42                                                                                                                      Payroll Manager, with support of Labor Relations
and talent is used                        4
                                          3                                                                                                                              Manager and Line HR Representatives, will research,
effectively. Employees are                2                                                                                                                              obtain more detailed data, and then analyze further,
                                          1                                                                                                                              concentrating on the “periodic unpaid time off at request
motivated.
                                          0                                                                                                                              of employee” issue to see if any impact on these
                                                                                                                                                                         numbers as well as breaking down data by bargaining
                                                                           Oct-07

                                                                                    Nov-07




                                                                                                                                            May-08
                                                                                                                         Mar-08
                                                                                             Dec-07
                                               Jul-07




                                                                                                                                   Apr-08
                                                        Aug-07

                                                                 Sep-07




                                                                                                      Jan-08

                                                                                                                Feb-08




                                                                                                                                                         Jun-08
                                                                                                                                                                         unit and area.
Performance
                                                                                                                                                                        Other steps are being taken (details mentioned on other
Measures                                                                                                                                                                 pages of report) to address: 1) Negotiations with the
Percent employees with                        Per capita SL use - Agency                               Just those who took SL - Agency                                   IBU on methodology / process used for dispatch of
current performance                                                                                                                                                      employees in the IBU (negotiations recently completed),
                                                                                                                                                                         2) Task force being developed to examine options,
expectations
                                                        Sick Leave Hrs Used / Earned (per capita)                                                                        including financial aspects and legal issues of “on call”
Employee survey ratings                                                                                                                                                  positions. If eventually move to a “guaranteed minimum
on “productive workplace”      Avg Hrs SL Used                    % of SL Hrs Earned                  Avg Hrs SL Used                      % of SL Hrs                   hours of work” system, may help to reduce sick leave
questions
                                Ferries Merit 5                     Ferries Merit 5                     Statewide*                      Earned Statewide*                usage by having more readily available employees.
                                         6.69 Hrs                          94.55%                              Hrs                                   %                  Negotiated new leaves policy into most CBA’s. This
Overtime usage                                                                                                                                                           may ultimately positively affect numbers. Employee
Sick leave usage                               Sick Leave Hrs Used / Earned (those who took SL)                                                                          Risk Management/HR Services Manager and Labor
                                                                                                                                                                         Relations Manager must complete full implementation
Non-disciplinary              Avg Hrs SL Used                      % SL Hrs Earned                    Avg Hrs SL Used                  % SL Hrs Earned                   (updating, communicating, supervisory education,
grievances/appeals filed       Ferries Merit 5                      Ferries Merit 5                     Statewide*                       Statewide*                      dissemination, etc.).
and disposition (outcomes)                                                                                     Hrs                               %
                                         16.96 Hrs                        107.27%
Worker safety
                              * Statewide data does not include DOL, DOR, L&I, and LCB
                              Source: Payroll; HRMS & IT Records As of June 2008                                                                                                                                               12
                                                                                                                                      WSDOT Ferries Division Merit 5 Employees Only FY2008
                                                                       Non-Disciplinary Grievances (represented employees)
   Deploy                     Agency Priority: High
  Workforce                                                                                                                                         Top 5 Non-Disciplinary Grievance Types
                                                                                                                                                    (i.e., Compensation, Overtime, Leave, etc)
                                            Number of Non-Disciplinary Grievances Filed

Outcomes:                     30                                                                                                                                                                   #
                                                                                                                                                    Grievance Type                            Grievances
                              25
Staff know job
                                                                                                                                                    1.        Compensation                         16
expectations, how they’re     20
                                                                                                                                                    2.        Overtime                              8
doing, & are supported.       15
                                                                                10                10                 9                              3.        Leave                                 6
Workplace is safe, gives      10                                                          8                                             7
                                             5                          5                                   6
capacity to perform, &              4                                                                                                               4.        Hiring                                2
                              5                       2        1                                                              1
fosters productive                                                                                                                                  5.        Non-Discrimination                    2
                              0



                                                              Oct-07

                                                                       Nov-07




                                                                                                                             May-08
                                                                                                           Mar-08
                                   Jul-07




                                                                                                                    Apr-08
                                            Aug-07

                                                     Sep-07




                                                                                Dec-07

                                                                                         Jan-08




                                                                                                                                       Jun-08
                                                                                                  Feb-08
relations. Employee time                                                                                                                        Analysis:
and talent is used                                                                                                                                  Ferries currently tracks and reports on the progress of
effectively. Employees are   Total Non-Disciplinary Grievances = 68                                                                                  every Merit 5 alleged contract violation and disciplinary
                                                                                                                                                     grievance, resulting from management disciplinary
motivated.                                                                                                                                           action, from initial filing of the grievance through final
                             * There may not be a one-to-one correlation between the number of grievances filed
                                                                                                                                                     resolution which would involve an ultimate appeal in
                             (shown top of page) and the outcomes determined during this time period. The time                                       an arbitration decision.
Performance                  lag between filing date and when a decision is rendered can cross the time periods
Measures                     indicated.                                                                                                         Action Steps:
                                                                                                                                                    LRO will be implementing a statewide grievance
Percent employees with       Disposition (Outcomes) of Non-Disciplinary Grievances                                                                   tracking system which Ferries will adopt when it is fully
current performance          Time period = 07/01/07 through 06/30/08                                                                                 implemented. Until the above occurs, Ferries will
expectations                        Settled: 34                                                                                                      maintain its current system of monitoring the progress
                                    Withdrawn: 18                                                                                                    of grievances.
Employee survey ratings
                                    Denied: 12                                                                                                      Ferries has developed a “Labor/Employee Relations
on “productive workplace”
questions
                                    Pending: 4                                                                                                       Strategy Framework” to spend more time/effort on
                                                                                                                                                     non-adversarial/proactive activities. Labor Relations
Overtime usage                                                                                                                                       Manager is tracking and analyzing whether this will
                                                                                                                                                     help us sustain some of the successes we have had
Sick leave usage                                                                                                                                     over the past 2+ years in grievances and unfair labor
Non-disciplinary                                                                                                                                     practice filings and labor relations climate.
grievances/appeals filed                                                                                                                            We will keep doing the work we have been doing to
and disposition                                                                                                                                      build on the success that we have had to sustain our
(outcomes)                                                                                                                                           positive momentum.

Worker safety                Data as of June 2008
                             Source: Ferries Labor Relations section of Ferries HR Department, Grievance                                                                                                  13
                             Logs
                                                                    WSDOT Ferries Division Merit 5 Employees Only FY2008

   Deploy
  Workforce

Outcomes:
                                    Non-Disciplinary Appeals (mostly non-represented employees)
Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
                             Ferries Merit 5 Employee Data is included in the overall WSDOT survey results
relations. Employee time                            and is not available separately
and talent is used
effectively. Employees are
motivated.


Performance
Measures
Percent employees with
current performance
expectations
Employee survey ratings
on “productive workplace”
questions
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition
(outcomes)
Worker safety
                                                                                                                           14
                                                                    WSDOT Ferries Division Merit 5 Employees Only FY2008

   Deploy
  Workforce

Outcomes:
                                    WORKER SAFETY DATA FROM LABOR AND INDUSTRIES
Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
                             Ferries Merit 5 Employee Data is included in the overall WSDOT survey results
relations. Employee time                            and is not available separately
and talent is used
effectively. Employees are
motivated.


Performance
Measures
Percent employees with
current performance
expectations
Employee survey ratings
on “productive workplace”
questions
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition (outcomes)
Worker safety

                                                                                                                           15
                                                                                                     WSDOT Ferries Division Merit 5 Employees Only FY2008

   Develop                                                                  Individual Development Plans
  Workforce
                               Agency Priority: High                                                                Analysis:
                                                                                                                     Determined what processes and measures are
Outcomes:
                             Percent employees with current individual                                                in place in order for a Ferries Merit 5
A learning environment is    development plans = 100%                                                                 employee to be able to identify a development
                                                                                                                      plan; determined what is needed for a Ferries
created. Employees are                                                                                                Merit 5 employee to advance in his/her area.
engaged in professional      Total # of employees with current IDP’s as of 06/30/08 = 1,642
                                                                                                                     Development plans exist for positions in each
development and seek to      Total # of employees as of 06/30/08 = 1,642                                              of the nine Collective Bargaining Units.
learn. Employees have                                                                                                Ferries Merit 5 employees make career
competencies needed for                                                                                               advancements primarily through seniority and
                                                                                                                      by training and certifications (e.g. USCG).
present job and future
                                                                                                                       OPEIU employees receive individual
advancement.
                                                                                                                        development plans through the use of their
                                                                                                                        performance appraisals.

Performance                                                                                                         Action Steps:
Measures
                                                                                                                     Although development plans exist for
Percent employees with                                                                                                individual jobs, need to evaluate how well
current individual                                                                                                    these are communicated to individual
development plans                                                                                                     employees. Line HR Representatives will
                                                                                                                      develop an informal methodology to do this, to
Employee survey ratings
                                                                                                                      be used for their Vessel, Terminal, Eagle
on “learning &
                                                                                                                      Harbor visits.
development” questions
                                                                                                                     Training & Development Manager is leading
Competency gap analysis                                                                                               his department in developing “One Sheeters”
(TBD)                                                                                                                 on steps necessary for employees to take to
                                                                                                                      advance to the next level, for use aboard
                                                                                                                      vessels and in terminals. Line HR
                                                                                                                      Representatives have developed a “Tick List”
                                                                                                                      of what should be aboard vessels and in
                                                                                                                      terminals, which will include these “One
                                                                                                                      Sheeters”. They will monitor use.


                            Data as of June 2008
                            Source: Operations Departments; Training Department Office; Collective Bargaining Agreements (CBA’s)                                     16
                                                                                          WSDOT Ferries Division Merit 5 Employees Only FY2008

 Reinforce                                                           Current Performance Evaluations
Performance
                                 Agency Priority: High

                                       Percent employees with current                         Analysis:
                                          performance evaluations                                The only Merit 5 employees who we can legally do a full
Outcomes:
                                                as of 06/30/08                                    official performance evaluation on are the members of the
                                                                                                  OPEIU Collective Bargaining Unit.
Employees know how their
performance contributes to                               OPEIU 7%                                We are allowed to do performance appraisals on the sales
                                                                                                  performance aspects of the sellers at the terminals, on a
the goals of the                                                                                  continuing basis.

organization. Strong
                                                       Sellers 100%                              The percents indicated are the total of OPEIU employees &
                                                                                                  Sellers who have a completed performance evaluation.
performance is rewarded;
                                                       All Others N/A                         Conditions:
poor performance is
                                                                                                 The OPEIU CBA allows a performance evaluation to be given
eliminated. Successful          Total # of OPEIU employees as of 06/30/08 = 56                    and therefore Ferries is continuing to process these
performance is differentiated   Total # of OPEIU employees with current performance               evaluations as we are for Merit 1 employees.

and strengthened.               evaluations as of 06/30/08 = 4                                   Metal Trades had received performed performance
                                                                                                  evaluations in the past but a moratorium through 6/09 has
Employees are held              Total # of Sellers as of 06/30/08 = 117                           been placed on the practice by agreement between the LRO
                                Total # of Sellers with current performance evaluations           and Metal Trades CBU.
accountable.
                                as of 06/30/08= 117                                              The remaining seven CBU’s are silent on performance
                                                                                                  evaluations, therefore may not be performed as a term and
Performance Measures                                                                              condition of employment unless negotiated into each CBA.
                                                                                                  Probationary employees do not fall under the CBA in this
Percent employees with                                                                            aspect. There has been a past practice of doing the
current performance                                                                               performance evaluation of the sellers on a quarterly basis.
evaluations                                                                                   Action Steps:
Employee survey ratings on                                                                       OPEIU members due a performance appraisal are listed on
“performance and                                                                                  an reminder sent to directors and managers once a month.
accountability” questions
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed and
disposition (outcomes)
Reward and recognition
practices (TBD)                 Data as of June 2008
                                Source: HR Services Tracking                                                                                                  17
                                                                                               WSDOT Ferries Division Merit 5 Employees Only FY2008

 Reinforce
Performance                                       Employee Survey “Performance & Accountability” Ratings

Outcomes:

Employees know how their
performance contributes to
the goals of the
organization. Strong
performance is rewarded;
poor performance is
                                         Ferries Merit 5 Employee Data is included in the overall WSDOT survey results
eliminated. Successful                                          and is not available separately
performance is differentiated
and strengthened.
Employees are held
accountable.


Performance Measures
Percent employees with
current performance             Analysis:
evaluations
                                 Majority of Merit 5 employees do not receive a formal performance appraisal, therefore, #10 results will be difficult to
Employee survey ratings           move up for this group.
on “performance and
                                 Need to determine what WSDOT is doing for Merit 1, since survey results are combined Merit 1 and Merit 5, and action
accountability” questions
                                  plan presumably addresses all.
Disciplinary actions and
reasons, disciplinary           Action Steps:
grievances/appeals filed and     Action steps identified in other areas (e.g. “Workforce Management Expectations”, “Current Position/Competency
disposition (outcomes)            Descriptions”, “Current Performance Expectations”), “Non-Disciplinary Grievances”, “Individual Development Plans”, and
Reward and recognition            “Turnover Rates”) should all be factors in potentially improving these numbers.
practices (TBD)
                                Data as of June 2008
                                Source: HQ HR Department                                                                                                     18
                                                                                                        WSDOT Ferries Division Merit 5 Employees Only FY2008

 Reinforce
Performance                      Agency Priority: High                            Formal Disciplinary Actions
                                                       Disciplinary Action Taken                                 Analysis:
Outcomes:                                                Time period = FY2008
                                                                                                                  Determined the method for tracking Merit 5
Employees know how their                                                                                           Grievances, Appeals and Disciplinary Actions at
                                                                                                                   Ferries.
performance contributes to         Dismissals                                                      3
                                                                                                                  Ferries HR Labor Relations department tracks
the goals of the                   Demotions                                                       1               and reports on the condition of every Merit 5
organization. Strong               Suspensions                                                     2               grievance, appeal and disciplinary action from
performance is rewarded;                                                                                           inception to finalization.
                                   Reduction in Pay*                                               0
poor performance is
                                   Total Disciplinary Actions*                                     6
                                                                                                                 Action Steps:
eliminated. Successful
                                                                                                                  Labor Relations Manager will compile and
performance is differentiated                                                                                      analyze more detailed information for the
and strengthened.                                                                                                  disciplinary actions (e.g. what specifically was
                                                                                                                   discipline for, by CBU). Action plan will be
Employees are held               * Reduction in Pay is not currently available in HRMS/BW.                         developed, if warranted.
accountable.                                                                                                      Continue to support Operations and
                                          Issues Leading to Disciplinary Action                                    Maintenance Departments, along with others, in
                                                                                                                   processing employee discipline – this needs to
Performance Measures                     •Attendance                                                               be recognized as a cultural change at Ferries for
Percent employees with                   •Code of Conduct                                                          less than major issues.
current performance                                                                                               Ferries will adopt the LRO Statewide tracking
evaluations
                                         •Performance                                                              system as soon as system issues are identified
                                                                                                                   and resolved. LRO/IT are working on it.
Employee survey ratings on
“performance and
accountability” questions
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed
and disposition
(outcomes)
Reward and recognition          Data as of June 2008
practices (TBD)                 Source: Ferries Labor Relations section of Ferries HR Department, Discipline                                                          19
                                Log
                                                                                                                                                 WSDOT Ferries Division Merit 5 Employees Only FY2008

 Reinforce                      Agency Priority: High                                               Disciplinary Grievances and Appeals
Performance                                                      Disciplinary Grievances                                                             Analysis:
                                                                (Represented Employees)
                                                                                                                                                        LRO’s statewide grievance tracking system has been put on
                                5
                                                                                                                                                         hold until they can meet and discuss how to make the system
Outcomes:                                                                                                                                                more “user friendly”. At this point there is no training offered
                                4
                                                                                                                                                         on how to navigate through the many screens of the new
Employees know how their                                                                                                                                 tracking system. Until the above occurs, Ferries will maintain
                                3
performance contributes to                                                                                                                               its current system of monitoring the progress of grievances.
                                                                                  2                                            2
                                2
the goals of the
                                     1        1                          1                 1
organization. Strong            1
                                                       0        0                                   0        0        0                 0
performance is rewarded;        0




                                                                                                                               May-08
                                                                         Nov-07



                                                                                           Jan-08



                                                                                                             Mar-08




                                                                                                                                        Jun-08
                                              Aug-07
                                     Jul-07



                                                       Sep-07




                                                                                                    Feb-08



                                                                                                                      Apr-08
                                                                Oct-07



                                                                                  Dec-07
poor performance is
eliminated. Successful
                                    Total # Disciplinary Grievances Filed: 8
performance is differentiated
and strengthened.               There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
Employees are held              time lag between filing date and when a decision is rendered can cross the time periods indicated.

accountable.                        Disposition (Outcomes) of Disciplinary Grievances                                                                    Disposition (Outcomes) of Disciplinary Appeals*
                                                                                                                                                                      Withdrawn
                                                                                                                                                                                                 Pending
                                                                                                                                                                       25.00%
                                                                                                                                                                                                 12.50%
Performance Measures             Settled 2
Percent employees with           Withdrawn 2
current performance
                                 Denied 2
evaluations
                                 Pending 1
Employee survey ratings on                                                                                                                                 Remanded
“performance and                                                                                                                                            12.50%                                         Affirmed
accountability” questions                                                                                                                                                                                  25.00%
                                                                                                                                                              Dismissed
Disciplinary actions and                                                                                                                                        0.00%
reasons, disciplinary
                                                                                                                                                                      Modified
grievances/appeals filed
                                                                                                                                                                      12.50%          Reversed
and disposition
                                                                                                                                                                                       12.50%
(outcomes)
Reward and recognition          Data as of June 2008
practices (TBD)                 Source: Ferries Labor Relations section of Ferries HR Department, Grievance Log
                                Note: Ferries will be utilizing statewide grievance tracking system as soon as system is in                                                                                           20
                                                                              WSDOT Ferries Division Merit 5 Employees Only FY2008

 ULTIMATE
 OUTCOMES                                            Employee Survey “Employee Commitment” Ratings


Employees are
                                                                                             Action Steps:
committed to the work
they do and the goals                                                                         Ferries is currently reviewing and
of the organization                                                                            revamping its employee recognition
                                                                                               programs, lead by the Office HR
                                                                                               Manager.
Successful, productive                                                                        Ferries has developed a
employees are                                                                                  “Labor/Employee Relations Strategy
retained                                                                                       Framework” to spend more time/effort on
                               Ferries Merit 5 Employee Data is included in the overall        non-adversarial/proactive activities. We
                                WSDOT survey results and is not available separately           believe this will help us sustain some of
The state has the                                                                              the successes we have had over the past
                                                                                               three years in grievances and unfair
workforce breadth and
                                                                                               labor practice filings and the labor
depth needed for
                                                                                               relations climate. This may have a
present and future                                                                             positive influence on the numbers, but is
success                                                                                        a continuous improvement process with
                                                                                               no end date.

Performance Measures                                                                          In particular, the “Employee Relations”
                                                                                               segment and the “Employee
Employee survey ratings                                                                        Communications” segment of the Labor
on “commitment”                                                                                /Employee Relations Strategy, headed
questions                                                                                      up by the Line HR Rep for Vessel
                                                                                               Maintenance & Preservation, and the
Turnover rates and types                                                                       Director of HR, respectively, are doing
Turnover rate: key                                                                             continuous improvement work that may
occupational categories                                                                        improve these numbers.
                                                                                              In short, we need to keep building on the
Workforce diversity profile
                                                                                               success that we have had to sustain our
Retention measure (TBD)                                                                        positive momentum.




                              Data as of June 2008
                                                                                                                                         21
                              Source: HQ HR Department
                                                                                                WSDOT Ferries Division Merit 5 Employees Only FY2008

 ULTIMATE                        Agency Priority: Medium
                                                                                          Turnover Rates
 OUTCOMES
                                              Total % Turnover (leaving state)               Analysis:
Employees are                                                                                • Recovered information from HRMS and departmental ACCESS
                                  4.0%
                                                                                               reports; need to continue to analyze in more detail for specifics
committed to the work                                                             3.5%
                                                                                               behind each category.
they do and the goals             3.5%
of the organization                                                                          • Note that anecdotally, we monitor potential retirements and
                                  3.0%                                                         upcoming retirements; however, in this group, about double the
                                                                                               number of employees resign or are dismissed, together, as
                                  2.5%                                                         retire.
Successful, productive                      2.2%          2.1%
employees are                     2.0%
retained
                                                                                             Action Steps:
                                  1.5%                                                        Task force being developed by HR Manager to examine options,
                                                                                               including financial aspects and legal issues of “on call” positions.
The state has the                 1.0%                                                         If eventually move to a “guaranteed minimum hours of work”
workforce breadth and                                                                          system, may help to reduce turnover by sustaining employees’
                                  0.5%                                 0.3%
depth needed for                                                                               interest in their jobs and Ferries.
present and future                0.0%                                                        HR Reps for Vessel Maintenance & Preservation, Terminals,
success                                   Retirement   Resignation    Dismissal   Other        and Deck, are intimately involved in the recruitment process.
                               Total Turnover Actions: 134                                     They will continue to provide recommendations on the recruiting
                               Total % Turnover: 8.16%                                         process, sourcing, screening, and initial retention. HR Manager
Performance Measures                                                                           will assist Line HR Reps in developing statistical screening
                                                                                               models to help them predict “applicant-to-hire” ratios.
Employee survey ratings on
“commitment” questions                                                                        Long-term workforce/manpower planning programs need to be
                                                                                               developed on a greater and more in-depth scale. HR Manager
Turnover rates and types                                                                       will work with Line HR Reps to develop models and train in
                                                                                               analysis and methodology, so models may be utilized beginning
Turnover rate: key
                                                                                               in 2009, in particular addressing analysis of expected
occupational categories
                                                                                               retirements over the next 10-15 years.
Workforce diversity profile
Retention measure (TBD)




                              Data Time Period: 07/07 through 06/08
                              Source: HRMS, ACCESS Reports                                                                                                     22
                                                                                                                             WSDOT Ferries Division Merit 5 Employees Only FY2008
                                   Agency Priority: High                                                        Workforce Diversity Profile
 ULTIMATE                                                                          Agency
 OUTCOMES                     Female                                               25.00%                                                                                         Percent Age Distribution
                              Persons w/Disabilities                                 .02%                                                                                                    WSF Merit 5 Employees Only
                              Vietnam Era Veterans                                   .02%
                                                                                                                                             450.0
                              Veterans w/Disabilities                                .00%                                                                                                                                             403
Employees are                                                                                                                                400.0
                              People of color                                      13.00%
committed to the work                                                                                                                        350.0
                              Persons over 40                                      80.00%
they do and the goals




                                                                                                                               % Employees
                                                                                                                                             300.0                                                                          277                 281

of the organization                                                                                                                          250.0
                                                         Diversity Profile by Ethnicity - Agency                                             200.0                                                                 176
                                                                                                                                             150.0                                                       133                                              136
                                                                                                                                                                                              90
                                             100
Successful, productive
                                                                                                                                             100.0                                 69
                                                                                                                  86.51                                                 38                                                                                          44
                                              90                                                                                              50.0
employees are                                 80                                                                                               0.0
                                                                                                                                                      0        6

retained                                      70
                               % Employees




                                                                                                                                                                                                                                                                    % 65 +
                                                                                                                                                     % < 15




                                                                                                                                                                                                                   %40-44
                                                                                                                                                              % 15-19

                                                                                                                                                                        % 20-24

                                                                                                                                                                                   % 25-29

                                                                                                                                                                                               % 30-34

                                                                                                                                                                                                         % 35-39




                                                                                                                                                                                                                            % 45-49

                                                                                                                                                                                                                                      % 50-54

                                                                                                                                                                                                                                                % 55-59

                                                                                                                                                                                                                                                          % 60-64
                                              60
                                              50
                                              40
The state has the                             30
workforce breadth and                         20

depth needed for
                                              10     3.21         2.60                0.36
                                                                                                      4.84                   Analysis
                                               0
present and future                                                                                                            Anecdotally, we believe that the number of employees who
                                                                                   Indian / Alaskan
                                                                 Hispanic/Latino




                                                                                                      % Asian
                                                   % Black or




                                                                                                                   % White
                                                   American
                                                    African




                                                                                     % American

success                                                                                 Native                                 would self-identify as “disabled” is much higher with
                                                                       %




                                                                                                                               employees, currently, than when they were hired, which is the
                                                                                                                               only time they had opportunity to self-identify. That said,
Performance Measures                                                                                                           most of the fleet positions do not correlate well with “Persons
                                                                                                                               with Disabilities” or “Disabled Veterans”.
Employee survey ratings on
“commitment” questions                                                                                                       Action Steps
Turnover rates and types                                                                                                      Work with OEO Representative and Fleet Line HR Reps to
                                                                                                                               develop and execute a plan to allow employees to self-
Turnover rate: key
                                                                                                                               identify their current status as disabled, by 12/31/08.
occupational categories
                                                                                                                              Ferries has developed seven “Action Items” from its
Workforce diversity profile                                                                                                    Affirmative Action Plan (AAP). The HR Manager has
Retention measure (TBD)                                                                                                        assigned specific HR personnel to lead each action item, and
                                                                                                                               is conducting quarterly meetings with the assigned personnel,
                                                                                                                               OEO reps, and Line Ferries management to evaluate
                                                                                                                               progress. These will remain in affect until/unless next AAP
                                                                                                                               identifies higher importance objectives.

                                                                                                                              Data as of June 2008
                                                                                                                                                                                                                                                                             23
                                                                                                                              Source: HRMS, Ferries OEO Office, Ferries HR Department
                                                                     WSDOT Ferries Division Merit 5 Employees Only FY2008

 ULTIMATE
 OUTCOMES
                                    Employee Survey “Support for a Diverse Workforce” Ratings
Employees are
committed to the work
they do and the goals
of the organization


Successful, productive
employees are
retained
                              Ferries Merit 5 Employee Data is included in the overall WSDOT survey results
                                                     and is not available separately
The state has the
workforce breadth and
depth needed for
present and future
success


Performance Measures
Employee survey ratings on
“commitment” questions
Turnover rates and types
Turnover rate: key
occupational categories
Workforce diversity profile
Retention measure (TBD)




                                                                                                                            24

				
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