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					State of Washington
Employment Security Department
                                             Plan & Align
                                              Workforce


Human Resource                     Hire       Deploy         Reinforce

Management Report
                                 Workforce   Workforce      Performance


                                              Develop
                                             Workforce




October 2007
                                                                                                Employment Security Department


             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
                                                                                                 Employment Security Department


                             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
                                                                                                       Employment Security Department

Plan & Align                                                   Workforce Management Expectations
 Workforce
                                Percent supervisors with current performance          Analysis:
                                expectations for workforce management = 100%*
Outcomes:                                                                                Agency has placed an emphasis on all employees
                              *Based on 387 of 387 reported number of supervisors –       having clear, measurable written performance
Managers understand           Includes Exempt, WMS and Classified Supervisors             expectations.
workforce management
                                                                                       Although supervisors have written performance
accountabilities. Jobs and
                                                                                        expectations, there needs to be efforts
competencies are defined                                                                concentrated on the outcome of the expectations.
and aligned with business
                                                                                       Expectations need to become part of the agency
priorities. Overall                                                                     culture. Maintaining a 100% rating is important but
foundation is in place to                                                               treating expectations as a living document is the
                                                                                        bigger goal.
build & sustain a high
performing workforce.                                                                 Action Steps:

                                                                                       The Human Resource Services Division will
                                                                                        continue to provide consultation and training for
                                                                                        managers and supervisors in the area of writing
Performance
                                                                                        and using performance expectations.
Measures:
Percent supervisors with                                                               The Human Resource Services Division will
current performance                                                                     monitor outcomes of agency efforts as reflected in
expectations for                                                                        quality of performance evaluations and outcomes of
workforce management                                                                    disciplinary actions.
Management profile
                                                                                       Managers will be held accountable for timely, high
Workforce Planning                                                                      quality performance evaluations.
measure (TBD)
Percent employees with
current position/
competency descriptions




                             Data as of 9/17/2007
                                                                                                                                              4
                             Source: Internal Tracking
                                                                                                                                                                                           Employment Security Department
                                                                                                                                          Management Profile
Plan & Align                 WMS Employees Headcount = 145                                                                                                                    Analysis:
 Workforce                   Percent of agency workforce that is WMS = 7.4%
                                                                                                                                                                               ESD completed mid-management reductions at
                             Managers* Headcount = 146                                                                                                                          the end of 2006. The agency surpassed the
                                                                                                                                                                                number of WMS reductions required by OFM.
Outcomes:                    Percent of agency workforce that is Managers* = 7.4%
                                                                                                                                                                                Since that time the agency has continued
Managers understand          * In positions coded as “Manager” (includes EMS, WMS, and GS)                                                                                      reorganization efforts and filled WMS positions
                                                                                                                                                                                that were previously vacant.
workforce management                                                        Washington Management Service
accountabilities. Jobs and                                                         Headcount Trend                                                                             ESD is below state average 8.2% WMS and
                                                                                                                                                                                9.2% percentage of positions that are managers.
competencies are defined
                              # WMS Employees (Headcount)
                                                            150
                                                                                                                                          145      145               145
and aligned with business                                   145
                                                                                                                                                            144                Statistical information is for headcount only and
priorities. Overall                                                        140
                                                                                                                                 141                                            does not take into consideration vacant positions
                                                            140   138
                                                                                    137
                                                                                                                                                                                during any point in the reporting period for either
foundation is in place to                                                                                      136
                                                                                                                        135                                                     management or agency total.
                                                                                             134
                                                            135
build & sustain a high                                                                                132
                                                                                                                                                                              Action Steps:
performing workforce.                                       130

                                                            125
                                                                                                                                                                               The Human Resource Services Division has
                                                                                                      Nov-06
                                                                                                                                                                                ensured that all management positions are
                                                                  Jul-06




                                                                                                                                                                     Jun-07
                                                                           Aug-06




                                                                                                                                                            May-07
                                                                                                                        Jan-07
                                                                                             Oct-06




                                                                                                                                          Mar-07

                                                                                                                                                   Apr-07
                                                                                                               Dec-06
                                                                                    Sep-06




                                                                                                                                 Feb-07
                                                                                                                                                                                properly categorized.
Performance
                             [Use of this chart is optional]                                                                                                                   Agency will continue to monitor number of
Measures:
                                                                                                                                                                                management positions in an effort to maintain a
Percent supervisors with                                          WMS Management Type                                                                                           balance of management to non-management
current performance                                                                                                                                                             positions..
expectations for workforce
management
                                                                                     Management
Management profile                                                                      83%
                                                                                                                                                            Management         120
Workforce Planning
measure (TBD)                                                                                                                                               Consultant          22
                                                                                                                                                            Policy               3
Percent employees with
current position/                                                                                     Consultant
                                                                                                                                      Policy
competency descriptions                                                                                 15%
                                                                                                                                       2%




                                                                                                                                                                                              Data as of 9/6/2007
                                                                                                                                                                                                                                  5
                                                                                                                                                                                              Source: HRMS Business Warehouse
                                                                                                            Employment Security Department

Plan & Align                                                Current Position/Competency Descriptions
 Workforce
                                Percent employees with current                             Analysis:

Outcomes:
                                position/competency descriptions = 100%*
                                                                                            The Human Resource Services Division and agency
                                                                                             management has made a concerted effort to ensure
Managers understand           *Based on of reported employee count
                                                                                             that position descriptions are kept up to date.
                              1614 of 1614. Applies to employees in permanent positions,
workforce management
                              both WMS & GS
                                                                                           Action Steps:
accountabilities. Jobs and
competencies are defined                                                                    The Human Resource Services Division will focus
and aligned with business                                                                    additional effort on the quality of the position
                                                                                             description and competencies.
priorities. Overall
foundation is in place to                                                                   The Human Resource Services Division will
                                                                                             continue to offer training to management and
build & sustain a high
                                                                                             supervisors on completion of position descriptions.
performing workforce.
                                                                                            Additional HRSD work is planned to begin job
                                                                                             analysis for all positions by June 30, 2008.


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 6/30/07
                                                                                                                                                   6
                             Source: Internal Tracking
                                                                                                                                    Employment Security Department

    Hire                                                                            Time-to-fill / Candidate Quality
  Workforce                                       Time-to-fill Funded Vacancies
                                                                                                                Analysis:
                                   Average number of days to fill*:                               74.7
Outcomes:
                                   Number of vacancies filled:                                       37          ESD began using E-Recruitment in December 2006
Best candidates are hired                                                                                         for specific classifications on a limited basis.
                                   *Equals # of days from creation of the requisition to job offer acceptance
and reviewed during
                                   Time Period: December 2006 – June 30, 2007                                    Currently certifications/referrals and appointments
appointment period. The                                                                                           are completed utilizing position specific recruitment
right people are in the right                                                                                     efforts, including but not limited to; ESD Listserv,
                                                                                                                  Intranet and Internet postings, Go2 WorkSource, and
job at the right time.                                      Candidate Quality                                     WAStateJobsListservs, advertising and sourcing. A
                                                                                                                  small percentage of recruitments are still done in E-
                                   Of the candidates interviewed for vacancies, how many had the
                                                                                                                  recruiting.
                                   competencies (knowledge, skills & abilities) needed to perform
                                   the job?                                                                      Tracking of Time-to-Fill Vacancies is currently being
Performance
Measures                                                                                                          done using an Access Database. The totals include
                                      No data to report at this time.                                             E-recruiting numbers.
Time-to-fill vacancies
                                                                                                                Action Steps:
Candidate quality
Hiring Balance (proportion                                                                                       Due to managers/supervisors’ needs, job seeker
of appointment types)                                                                                             feedback, and the agency unique job classes
                                                                                                                  recruited for, utilizing E-recruiting will not be the
Separation during review
                                                                                                                  primary means of recruitment.
period
                                                                                                                 Candidate Quality Reporting – We will be capturing
                                                                                                                  this information by directly sending the Candidate
                                                                                                                  Quality survey to managers along with the
                                                                                                                  certifications. This will be available for the next
                                                                                                                  reporting cycle.




                                Data as of 9/27/07
                                                                                                                                                                          7
                                Source: DOP E-Recruitment Detail
                                                                                                                                            Employment Security Department

    Hire                                                           Hiring Balance / Separations During Review Period

  Workforce                                        Types of Appointments
                                                                                                                         Analysis:

                                                                                                                          Majority of Transfer and Other actions stemmed from
                                                Promotions                                                                 layoff action effective 10/15/06. Most impacted
Outcomes:                                          43%                                                                     employees selected options to Transfer or Demote in
                                                                                                                           Lieu of Layoff.
Best candidates are hired
and reviewed during                                                                                                       One third of involuntary probationary separation
                                                                                                                           caused by Layoff action.
appointment period. The
right people are in the right                                                                                             Majority of hiring was in the Unemployment Insurance
job at the right time.                                                                                       Transfers     Program with the most significant number of hires in UI
                                                                                                               20%         Tax Central Office & Field. Also includes most
                                                                                                                           significant amount of positions filled during the Layoff
                                      New Hires
                                                                                                                           process.
                                        20%
Performance                                                                                                               The Human Resource Services Division saw the most
Measures                                                                                       Exempt                      significant activity with the loss of eight staff (26%) and
                                                                           Other                5%                         the filling of 13 positions during this period of time.
Time-to-fill vacancies
                                                                           12%
Candidate quality                                                                                                        Action Steps:
Hiring Balance
                                Total number of appointments = 256*                                                       Continue to monitor hiring balance and separation
(proportion of
                                Time period = July 2006 through June 2007                                                  information to determine trends
appointment types)              Includes appointments to permanent vacant positions only; excludes reassignments
Separation during review        “Other” = Demotions, re-employment, reversion & RIF appointments
period
                                              Separation During Review Period
                                Probationary separations - Voluntary                                    3
                                Probationary separations - Involuntary                                  3
                                            Total Probationary Separations                              6
                                Trial Service separations - Voluntary                                   2
                                Trial Service separations - Involuntary                                 0
                                            Total Trial Service Separations                             2
                                                                                                                              Data as of 9/1/2007
                                Total Separations During Review Period                                  8                     Source: HRMS Business Warehouse
                                Time period = July 2006 through June 2007                                                                                                            8
                                                                                                         Employment Security Department

   Deploy                                                      Current Performance Expectations
  Workforce
                                                                                           Analysis:
                              Percent employees with current performance
Outcomes:                     expectations = 100%*                                            The agency has placed an emphasis on all
                                                                                               employees having clear, measurable written
Staff know job                                                                                 performance expectations.
                             *Based on 1614 of 1614 reported employee count                
expectations, how they’re     Applies to employees in permanent positions, both WMS & GS      Although employees have written performance
doing, & are supported.                                                                        expectations, there needs to be efforts concentrated
                                                                                               on the outcome of the expectations.
Workplace is safe, gives
capacity to perform, &                                                                        Expectations need to become part of the agency
                                                                                               culture. Maintaining a 100% rating is important but
fosters productive                                                                             treating expectations as a living document is the
                                                                                               bigger goal.
relations. Employee time
and talent is used                                                                         Action Steps:
effectively. Employees are                                                                    The Human Resource Services Division will continue
motivated.                                                                                     to provide consultation and training for managers
                                                                                               and supervisors in the area of writing and using
                                                                                               performance expectations.
Performance                                                                                   The Human Resource Services Division will monitor
Measures                                                                                       outcomes of agency efforts as reflected in quality of
                                                                                               performance evaluations and outcomes of
Percent employees with
                                                                                               disciplinary actions.
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
                             Data as of 6/30/07
                                                                                                                                                       9
                             Source: Internal Tracking
                                                                                                                                  Employment Security Department

   Deploy                                                     Employee Survey “Productive Workplace” Ratings
  Workforce
                                                                                                                Avg
                               Q4. I know what is expected of me at work.
                                                                                                                      Analysis:
Outcomes:                           3%5%
                                   1%                 35%                          55%        4.4       1%
                                                                                                                       Survey data indicates that ESD employees are
                               Q1. I have opportunity to give input on decisions affecting my work.
Staff know job                                                                                                          only slightly higher than the statewide average
                                    7% 11%      24%             33%            26%     1%     3.6
                                                                                                                        for productive workplace survey questions.
expectations, how they’re
                               Q2. I receive the information I need to do my job effectively.
                                                                                                                       ESD collected data from additional questions
doing, & are supported.            2%7%         18%                  47%                       28%       1%     3.9
                                                                                                                        during this survey with several having a
Workplace is safe, gives       Q6. I have the tools and resources I need to do my job effectively.                      productive workplace theme.
capacity to perform, &            2%6%   15%              50%                26%    1%        3.9
                                                                                                                       Responses that were closely related to the
fosters productive             Q7. My supervisor treats me with dignity and respect.                                    productive workplace theme suggested
                                    3%5% 7%           22%                        62%                    1%      4.4     employees; feel that they provide a service or
relations. Employee time
                                                                                                                        product that made a difference for the
                               Q8. My supervisor gives me ongoing feedback that helps me
and talent is used                                                                                                      customer; have a desire for more
                                   improve my performance.
effectively. Employees are                                                                                              communication from and with management;
                                    6%     9%         19%           29%                  37%            1%      3.8
                                                                                                                        and, are interested in clear performance
motivated.                     Q9. I receive recognition for a job well done.                                           measures that are not constantly changing.
                                     9%         15%         26%              29%                 21%    1%      3.4
                                                                                                                      Action Steps:
Performance                       Never         Seldom         Occasionally        Usually        Always          Agency management participates in reverse
Measures                                                                                                                GMAP sessions where staff can question
                                                                                                                        leadership.
Percent employees with
current performance          Overall average score for Productive Workplace Ratings: 3.9                               Commissioner Lee has scheduled brown bag
expectations                                                                                                            sessions with staff to hear and talk about
                                                                                                                        program issues and agency actions.
Employee survey ratings
on “productive                                                                                                         The Human Resource Services Division is
workplace” questions          This data is from the April 2006 Employee Survey and                                      developing options to address the agency
                              the agency has already implemented action steps in                                        recognition program.
Overtime usage
                              response to survey information. The next survey will                                     Agency leadership has placed greater
Sick leave usage              occur at the end of 2007.                                                                 emphasis on all employees having clear,
Non-disciplinary                                                                                                        written job expectations.
grievances/appeals filed
and disposition (outcomes)
Safety and Workers
Compensation (TBD)
                             Data as of April 2007
                                                                                                                                                                         10
                             Source: Dept of Personnel 2006 Employee Survey
                                                                                                                                                                                                                Employment Security Department

   Deploy                                                                                                                                                      Overtime Usage

  Workforce
                                                                                                                                                                                                                 Overtime Cost - Agency
                                                                     Average Overtime (per capita) *
                                                                                                                                                                                               Jun-07                        $48,524
                                                       8
                                                                                                                                                                                               May-07                           $54,520
                                                       7
Outcomes:                                                                                                                                                                                      Apr-07                                       $71,984




                                    Average OT Hours
                                                       6
                                                       5                                                                                                                                       Mar-07                                  $63,531
Staff know job                                         4                                                                                                                                       Feb-07                                            $78,281
expectations, how they’re                              3                                                                                                                                       Jan-07                                       $72,314
                                                       2
doing, & are supported.                                                                                                                                                                        Dec-06                                                         $100,060
                                                       1
Workplace is safe, gives                               0                                                                                                                                       Nov-06                                                       $96,035




                                                                                                                                                  Apr-07
                                                                      Aug-06

                                                                               Sep-06

                                                                                        Oct-06
                                                            Jul-06




                                                                                                 Nov-06

                                                                                                          Dec-06



                                                                                                                              Feb-07
                                                                                                                   Jan-07




                                                                                                                                                                      Jun-07
                                                                                                                                        Mar-07



                                                                                                                                                            May-07
capacity to perform, &                                                                                                                                                                         Oct-06                                                           $103,894

                                                                                                                                                                                               Sep-06                                             $81,337
fosters productive
                                                             Avg OT Hrs - Agency                                            Avg OT Hrs - Statewide                                             Aug-06                              $59,860
relations. Employee time
                                                                                                                                                                                                Jul-06                                 $61,230
and talent is used            Overall agency avg overtime usage – per capita, per month: 1.38**
effectively. Employees are   *Statewide overtime values do not include DNR
                             **Overall agency avg overtime usage – per capita, per month = sum                                                                                               Total Overtime Cost for Agency FY07 $891,570.
motivated.                   of monthly OT averages divided by number of months                                                                                                         Analysis:

                                                            % Employees Receiving Overtime *                                                                                               Most overtime occurs in the winter months due to traditionally
Performance                                                                                                                                                                                 higher unemployment claim load during that time of year.
Measures                                               35                                                                                                                                  Overtime that occurs in the summer months is in areas of
                                                       30                                                                                                                                   Office Services and IT Support and is caused by office
                               Percent Employees




Percent employees with                                                                                                                                                                      moves/agency reorganization.
                                                       25
current performance
                                                       20
expectations                                                                                                                                                                               There was a notable increase in overtime for the Human
                                                       15
                                                                                                                                                                                            Resource Services Division for the period which was due to
Employee survey ratings                                10                                                                                                                                   the implementation and operation of HRMS and Total time
on “productive workplace”                               5                                                                                                                                   issues.
questions                                               0
                                                                      Aug-06




                                                                                                                                                 Apr-07




                                                                                                                                                                                        
                                                                               Sep-06


                                                                                                 Nov-06
                                                                                                          Dec-06


                                                                                                                             Feb-07




                                                                                                                                                           May-07
                                                                                        Oct-06




                                                                                                                   Jan-07




                                                                                                                                                                     Jun-07
                                                            Jul-06




                                                                                                                                       Mar-07




Overtime usage                                                                                                                                                                              The available overtime data does not include compensatory
                                                                                                                                                                                            time earned and taken nor does it average based on only
Sick leave usage                                            Pct EE's w/OT - Agency                                          Pct EE's w/OT - Statewide                                       those positions that are overtime eligible.

Non-disciplinary                                                                                                                                                                        Action Steps:
grievances/appeals filed      Overall agency avg employees receiving overtime per month: 7.93%**
and disposition (outcomes)                                                                                                                                                                 The Human Resource Service Division will involve division
                             *Statewide overtime values do not include DNR                                                                                                                  management in future analysis of overtime data once the data
Worker safety                **Overall agency avg employees receiving overtime per month =                                                                                                  has been stabilized.
                             sum of monthly OT percentages divided by number of months
                                                                                                                                                                                                                                                                      11
                                                                                                                                                                              Data as of 9/20/2007 Source: HRMS Business Warehouse
                                                                                                                                                                            Employment Security Department

   Deploy                                                                                                                   Sick Leave Usage

  Workforce                                                                Average Sick Leave Use                                                                Analysis:
                                                                                                                                                                  ESD has a higher average of sick leave hours
                                          14                                                                                                                       earned per capita than the statewide average and a
                                          13                                                                                                                       lower average of sick leave hours used than the
Outcomes:                                                                                                                                                          statewide average.
                                          12
                                                                                                                                                                  ESD has a slightly higher number of sick leave
Staff know job                            11                                                                                                                       hours used per capita than the statewide average,
expectations, how they’re                 10                                                                                                                       but the average number of hours used by those
                                                                                                                                                                   who took sick leave is less than the statewide
doing, & are supported.                    9
                                                                                                                                                                   average.
                              Avg Hours    8                                                                                                                      The highest percentage of permanent employee
Workplace is safe, gives
                                           7                                                                                                                       sick leave use occurred in October of 2006 while
capacity to perform, &                                                                                                                                             the agency was conducting a layoff action.
                                           6
fosters productive                         5                                                                                                                     Action Steps:
relations. Employee time                   4                                                                                                                      The Agency will develop a health and productivity
                                           3                                                                                                                        program with components to education managers
and talent is used
                                                                                                                                                                    and staff concerning issues of safety, health and
effectively. Employees are                 2                                                                                                                        wellness with a focus towards the reduction of
                                           1                                                                                                                        personal sick leave usage.
motivated.                                                                                                                                                        The Agency will continue to work with similar
                                           0
                                                                                                                                                                    agencies to refine best practices and strategies to
                                                                           Oct-06

                                                                                     Nov-06




                                                                                                                                             May-07
                                                                                                                           Mar-07
                                                Jul-06




                                                                                              Dec-06




                                                                                                                                    Apr-07
                                                         Aug-06

                                                                  Sep-06




                                                                                                         Jan-07

                                                                                                                  Feb-07




                                                                                                                                                       Jun-07
                                                                                                                                                                    reduce sick leave usage.
Performance                                                                                                                                                       The Agency will refine current systems to allow for
Measures                                                                                                                                                            better sick leave data collection to assist in
                                               Per capita SL use - Agency                                     Per capita SL use - Statewide                         monitoring, determining trends and measuring the
Percent employees with                         Just those who took SL - Agency                                Just those who took SL - Statewide                    success of the Health and Productivity program.
current performance
expectations                 Sick Leave Hrs Used / Earned (per capita)
Employee survey ratings        Avg Hrs SL Used (per                                 % of SL Hrs Earned (per                         Avg Hrs SL Used (per              % of SL Hrs Earned (per
on “productive workplace”      capita) - Agency                                     capita) - Agency                                capita) – Statewide*              capita) – Statewide*
questions                                         6.9 Hrs                                              89.0%                                          6.4 Hrs                  82.5%

Overtime usage
                             Sick Leave Hrs Used / Earned (those who took SL)
Sick leave usage
                               Avg Hrs SL Used (those                               % SL Hrs Earned (those                          Avg Hrs SL Used (those who        % SL Hrs Earned (those
Non-disciplinary               who took SL) - Agency                                who took SL) - Agency                           took SL) – Statewide*             who took SL) – Statewide*
grievances/appeals filed                         11.1 Hrs                                          139.0%                                             11.9 Hrs                 148.4%
and disposition (outcomes)
                             Sick Leave time period = July 2006 through June 2007
Worker safety
                             * Statewide data does not include DOL, DOR, L&I, and LCB
                             Source: HRMS Business Warehouse                                                                                                                                                         12
                                                                                                                                                                       Employment Security Department

   Deploy                                                                Non-Disciplinary Grievances (represented employees)
  Workforce                                   Number of Non-Disciplinary Grievances Filed
                                                                                                                                                                  Type of Non-Disciplinary Grievances
                                                                                                                                                                             Compensation                Overtime
                              30                                                                                                                                                11.1%                     3.7%
Outcomes:
                              25
Staff know job
                              20                                                                                                                                                                               Work Hours
expectations, how they’re                                                                                                                                                                                        3.7%
                              15                                                                                                                                           Other
doing, & are supported.                                                                                                                                                   48.2%
                              10                                                                                                                                                                Leave
Workplace is safe, gives                                                                                                                 6
                                                                 4                          4                                                                                                   18.5%
capacity to perform, &         5               2                          2                                   2                 2
                                     1                  1                          1                 1                 1
fosters productive             0



                                                                Oct-06




                                                                                                                               May-07
                                                                         Nov-06




                                                                                                             Mar-07
                                    Jul-06




                                                                                                                      Apr-07
                                              Aug-06

                                                       Sep-06




                                                                                  Dec-06

                                                                                           Jan-07

                                                                                                    Feb-07




                                                                                                                                        Jun-07
relations. Employee time                                                                                                                                                                                       Hiring
                                                                                                                                                                                                               3.7%
and talent is used                                                                                                                                                                               Non-discrim
                                                                                                                                                                        Mgmt Rights
effectively. Employees are   Total Non-Disciplinary Grievances = 27                                                                                                       3.7%                     7.4%

motivated.
                             There may not be a one-to-one correlation between the number of grievances filed (shown top of page) and the outcomes determined
                             during this time period. The time lag between filing date and when a decision is rendered can cross the time periods indicated.
Performance
Measures                                                                                                                                         Analysis:

Percent employees with                       Non-Disciplinary Grievance Disposition*                                                                92% of non-disciplinary grievances during this period of time
current performance                                                                                                                                  have been withdrawn or settled without Arbitration.
                               (Outcomes determined during July 2006 through June 2007)
expectations
                               Withdraw - 9                                                                                                        Compensation Issues are currently the only issue that is
Employee survey ratings                                                                                                                              being moved to Arbitration.
on “productive workplace”      Settled without Arbitration - 15
questions                                                                                                                                           The majority of non-disciplinary grievances were in the
                               Scheduled for Pre-Arbitration - 1
                                                                                                                                                     “other” category which included evaluation, classification, job
Overtime usage
                               Schedule for Arbitration - 1                                                                                         share and union dues issues.
Sick leave usage
                                                                                                                                                 Action Steps:
Non-disciplinary
grievances/appeals filed                                                                                                                            The Human Resource Services Division will continue to
and disposition                                                                                                                                      monitor the type and outcome of future grievances to identify
(outcomes)                                                                                                                                           specific patterns.

Worker safety
                                                                                                                                          Data as of 6/30/07
                                                                                                                                                                                                                    13
                                                                                                                                          Source: Internal Tracking
                                                                                                                      Employment Security Department

   Deploy                                            Non-Disciplinary Appeals (mostly non-represented employees)
  Workforce                             Filings for DOP Director’s Review                            Filings with Personnel Resources Board
                                      Time Period = July 2006 through June 2007                        Time Period = July 2006 through June 2007

Outcomes:
                                6 Job classification                                             1 Job classification
Staff know job
                                0 Rule violation                                                 0 Other exceptions to Director Review
expectations, how they’re
doing, & are supported.         0 Name removal from register                                     0 Layoff

Workplace is safe, gives        0 Rejection of job application                                   0 Disability separation

capacity to perform, &          0 Remedial action                                                0 Non-disciplinary separation
fosters productive
relations. Employee time        6 Total filings                                                  1 Total filings
and talent is used                                                                               Non-Disciplinary appeals only are shown above.
effectively. Employees are
                                There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
motivated.                      time lag between filing date and when a decision is rendered can cross the time periods indicated.

                                             Director's Review Outcomes
                                                                                                      Personnel Resources Board Outcomes
Performance
Measures
                                                                            No
Percent employees with                                                                                                                            Upheld
current performance                                                    jurisdiction                                                                33%
                                                                           50%                   Remanded
expectations
                                                                                                   33%
Employee survey ratings
on “productive workplace”
questions
Overtime usage
Sick leave usage
Non-disciplinary                      Affirmed
grievances/appeals filed                50%
                                                                                                                                                  Reversed
and disposition                                                                                                                                     34%
(outcomes)
                              Total outcomes = 2                                             Total outcomes = 3
Worker safety                 Time Period = July 2006 through June 2007                      Time Period = July 2006 through June2007
                                                                                             *Outcome “Upheld” was not on PRB spreadsheet                    14
                             Source: Dept of Personnel
                                                                                                                                                                      Employment Security Department
                                Worker Safety: Employment Security, Department of
   Deploy                       Analysis:                                                           Action Plan:

  Workforce                     Employment Security Department claim
                                                                                                    Maintain this trend by actively implementing the state agency
                                                                                                    workplace safety initiative directed by the Governor.
                                rates for total claims, lost time claims and
                                medical treatment claims remain well                                               The workplace safety survey, gap analysis and action plan
Outcomes                        below the average for all state agencies.                                          have been completed.
                                Although the medical treatment claim rate
Staff know job                  leveled between 2007Q1 and Q2, the lost time                                       The ESD Safety Action Plan was introduced at a department-
                                rate continued down and is now 0.                                                  wide safety symposium on September 24th.
expectations, how they’re
doing, & are supported.                                                                                            Milestones for completing action plan sub-projects have been
                                                                                                                   established and will be tracked by internal GMAP.
Workplace is safe, gives        Allowed Annual
                                                           10
capacity to perform, &          Claims Rate*^:                                                                                                                                       A gency - To tal injuries resulting in L&I
                                Agency vs. All HR          9                                                                                                                         claim
fosters productive relations.   Management Report          8
                                                                                                                                                                                     HRM R - To tal injuries resulting in L&I
                                (HRMR) agencies                                                                                                                                      claim
                                                            7
Employee time and talent is
                                *Annual claims rate        6
                                                                                                                                                                                     A gency - To tal injuries resulting in o nly
used effectively. Employees      is # claims / 100 FTE      5                                                                                                                        medical treatment

are motivated.                  1 FTE = 2000 hours
                                                           4                                                                                                                         HRM R - To tal injuries resulting in o nly
                                                           3                                                                                                                         medical treatment
                                ^Due to natural lag        2                                                                                                                         A gency - Injuries resulting in lo st time and
Performance                     in claim filing, rates
                                are expected to
                                                            1                                                                                                                        medical treatment

Measures                        increase significantly     0
                                                                                                                                                                                     HRM R - Injuries resulting in lo st time and
                                over time                                                                                                                                            medical treatment
Percent employees with
current performance                                                                            S t a t e F is c a l Q ua rt e r
expectations                    Injuries by Occupational
Employee survey ratings on      Injury and Illness                                                               Highway Accident
'productive workplace'          Classification (OIICS)                                                                                                           Oiics Code   Oiics Description                   Percent Number
                                                                                                                         St ruck By Object                       21           Bodily Reaction                       7%       19
questions                       event:
                                                                                                                                  Fall To Lower Level            13           Fall On Same Level                   20%       51
                                For fiscal period 2002Q3
                                through 2007Q2                           Overexert ion                                                                           11           Fall To Lower Level                   6%       15
Overtime usage
                                                                                                                                       St ruck Against Object    41           Highway Accident                      4%       10
Sick leave usage                (categories under 3% or not                                                                                                      -            Misc                                 15%       39
                                 adequately coded are grouped                                                                                                    22           Overexertion                         30%       79
Non-disciplinary                into 'misc.')                                                                                             Repet it ive Mot ion
                                                                                                                                                                 23           Repetitive Motion                     7%       17
grievances/appeals filed                                                                                                                                         01           Struck Against Object                 6%       16
and disposition outcomes                                                                                                                Bodily React ion         02           Struck By Object                      5%       14

Worker Safety
                                                                          Fall On Same Level
                                                                                                                         Misc

                                Source: Labor & Industries, Research and Data Services (data as of 09/03/2007 )                                                                                                                     15
                                                                                                              Employment Security Department

   Develop                                                                   Individual Development Plans
  Workforce
                                     Percent employees with current individual                           Analysis:
Outcomes:                            development plans = 100%                                             Survey data indicates that ESD
                                                                                                           employees rating are almost identical to
A learning environment is
                                                                                                           the statewide average for Learning &
created. Employees are               Total # of employees with current IDPs* = 1617
                                                                                                           Development survey questions.
engaged in professional              Total # of employees* = 1617
                                                                                                          ESD collected data from additional
development and seek to              *Applies to employees in permanent positions, both WMS & GS           questions during this survey with several
                                                                                                           that had a Learning & Development
learn. Employees have
                                                                                                           theme.
competencies needed for
                                                                                                          Responses that were close to this theme
present job and future      Employee Survey “Learning & Development” Ratings                               suggested employee; have a desire for
advancement.                                                                                               more communication from and with
                                                                                                   Avg     management; and, are interested in clear
                            Q5. I have opportunities at work to learn and grow.
                                                                                                   3.6     performance measures that are not
                                7%    11%       22%               30%             29%       1%
Performance                                                                                                constantly changing.
Measures                    Q8. My supervisor gives me ongoing feedback that helps me                    Action Steps:
                                improve my performance.
Percent employees with                                                                                    The Human Resource Services Division,
                               6%    9%      19%            29%                  37%         1%    3.8
current individual                                                                                         Training unit is looking at the issue of
development plans                                                                                          agency training and exploring options for
                                                                                                           alternative learning experiences.
Employee survey ratings
on “learning &               Overall average score for Learning & Development Ratings: 3.7                Agency leadership has placed greater
                                                                                                           emphasis on all employees having clear,
development” questions
                                                                                                           written job expectations.
Competency gap analysis
(TBD)                                     This data is from the April 2006 Employee                      • The Human Resource Services Division
                                          Survey and the agency has already implemented                    will continue to provide consultation and
                                          action steps in response to survey information.                  training for managers and supervisors in
                                                                                                           the area determining appropriate training
                                          The next survey will occur at the end of 2007.                   plans for employees.




                            Data as of April 2007
                                                                                                                                                  16
                            Source: Dept of Personnel 2006 Employee Survey
                                                                                                                    Employment Security Department

 Reinforce                                                             Current Performance Evaluations
Performance
                                   Percent employees with current performance                          Analysis:
Outcomes:                          evaluations = 99%*                                                     ESD measures timely completion of evaluations on a
Employees know how their                                                                                   monthly basis
                                  *Based on 1795 of 1821 reported employee count
performance contributes to                                                                                There were 26 performance evaluations that were
                                   Applies to all employees                                                not done in a timely fashion in 2006. All 26 were
the goals of the
                                                                                                           completed at a later date.
organization. Strong
                                                                                                          Reasons for untimely evaluations were: Employee on
performance is rewarded;                                                                                   mission critical deadline; Management scheduling
poor performance is                                                                                        problem; Employee and/or supervisor out on medical
                                                                                                           leave; Supervisor failed to meet deadline; Error on
eliminated. Successful                                                                                     due date; Disciplinary action in progress;
performance is differentiated
                                    ESD monitors completion of evaluations for all employees.          Action Steps:
and strengthened.                   The statistics above are based on the total count of evaluations
Employees are held                  due between July 2006 and June 2007 and the number of                 The Human Resource Services Division is working
                                    evaluations completed in a timely manner during this period of         with IT to bring new evaluation notification and
accountable.                        time.                                                                  tracking system on-line by the end of 2007.

                                                                                                          The Human Resource Services Division Consultants
Performance Measures                                                                                       are reviewing performance evaluation for content
                                                                                                           and quality.
Percent employees with
current performance                                                                                       The Human Resource Services Division will continue
                                                                                                           to advise and train managers and supervisors in the
evaluations                                                                                                area of conducting meaningful evaluations.
Employee survey ratings on
“performance and
accountability” questions
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed and
disposition (outcomes)
Reward and recognition
practices (TBD)
                                Data as of 9/17/07
                                                                                                                                                               17
                                Source: Internal Tracking System
                                                                                                                                 Employment Security Department

 Reinforce
Performance                                             Employee Survey “Performance & Accountability” Ratings

                                                                                                                            Analysis:
                                                                                                                     Avg
Outcomes:
                                 Q3. I know how my work contributes to the goals of my agency.                               Survey data indicates that ESD employee
Employees know how their                                                                                              4.2     responses are only slightly higher than
                                     2%4% 10%                  36%                             47%                   1%       the statewide average for performance &
performance contributes to
                                                                                                                              accountability survey questions.
the goals of the                 Q10. My performance evaluation provides me with meaningful
                                 information about my performance.                                                           ESD collected data from additional
organization. Strong                                                                                                  3.4     questions during this survey. Question
                                        9%      12%       18%                  33%                     24%       3%           #11 dealing with holding employee and
performance is rewarded;
                                 Q11. My supervisor holds me and my co-workers accountable for                                co-workers accountable were split.
poor performance is
                                 performance.                                                                                Employee responses suggested that
eliminated. Successful                                                                                                3.6
                                     2%
                                      4% 9%               32%                               51%                  1%           while they felt that their supervisor held
performance is differentiated                                                                                                 them accountable, they felt less sure that
                                 Q9. I receive recognition for a job well done.                                               the supervisor held their co-workers
and strengthened.                                                                                                     4.3
                                                                                                                              accountable.
Employees are held
                                        9%      15%            26%                  28%                21%      1%          Action Steps:
accountable.
                                                                                                                             The agency has outlined a strategic plan
                                       Never        Seldom        Occasionally       Usually      Always
                                                                                                                              which tasks management to fully
Performance Measures                                                                                                          integrate performance measures into
                                                                                                                              employee job descriptions and
Percent employees with              Overall average score for “Performance & Accountability”
                                                                                                                              performance agreements. This is an
                                    ratings: 3.9
current performance                                                                                                           ongoing process.
evaluations
                                                                                                                             The Human Resource Service Division
Employee survey ratings                                                                                                       has been tasked with providing additional
on “performance and                     This data is from the April 2006 Employee Survey                                      support to managers to address
accountability” questions               and the agency has already implemented action                                         performance issues.
                                        steps in response to survey information. The next                                    Agency leadership has placed a greater
Disciplinary actions and
                                        survey will occur at the end of 2007.                                                 emphasis on all employees having clear,
reasons, disciplinary
                                                                                                                              written job expectations.
grievances/appeals filed and
disposition (outcomes)                                                                                                       GMAP will continue to review
                                                                                                                              performance measures of programs and
Reward and recognition                                                                                                        units.
practices (TBD)
                                Data as of April 2007
                                                                                                                                                                     18
                                Source: Dept of Personnel 2006 Employee Survey
                                                                                                                 Employment Security Department

 Reinforce
Performance                                                                     Formal Disciplinary Actions


Outcomes:                                           Disciplinary Action Taken                      Analysis:
                                             Time period = July 2006 through June 2007
Employees know how their                                                                           • Few formal disciplinary actions were taken during
                                                                                                     this FY07.
performance contributes to
                                    Dismissals                                                 0
the goals of the                                                                                   • Agency applies consequences that are
organization. Strong                Demotions                                                  5     appropriate for the level of misconduct.

performance is rewarded;            Suspensions                                                1   • Although a small amount of formal disciplinary
poor performance is                 Reduction in Pay*                                          1     actions took place, the number of pre-disciplinary
                                                                                                     investigations has increased. Thorough
eliminated. Successful              Total Disciplinary Actions*                                7     investigations lead to better determination of
performance is differentiated                                                                        course of action and does not always lead to
and strengthened.                                                                                    formal discipline.
                                   * Reduction in Pay is not currently available in HRMS/BW.
Employees are held                                                                                 • There does not appear to be a significant
accountable.                                     Issues Leading to Disciplinary Action               correlation between disciplinary actions and
                                                                                                     grievances.
                                 • Inappropriate behavior towards other staff
Performance Measures                                                                               Action Steps:
                                 • Inappropriate use of computer
Percent employees with                                                                             • The Human Resource Services Division has
current performance              • Inaccurate time reporting and travel reimbursement reporting      given training in this area in the past but is looking
evaluations                                                                                          at ways to give refresher training and constant
                                 • Insubordination, undermining and threatening supervisor           reinforcement to managers to ensure that
Employee survey ratings on                                                                           misconduct is addressed efficiently and
“performance and                 • Accessing information without permission, undermining             effectively.
accountability” questions          supervisor and inappropriate behavior
Disciplinary actions and
                                 • Inappropriate behavior with program participants
reasons, disciplinary
grievances/appeals filed         • Failure to comply with management directives
and disposition
(outcomes)
Reward and recognition
practices (TBD)                 Data as of 9/7/2007                                                                                                     19
                                Source: HRMS Business Warehouse & Internal Tracking
                                                                                                                                                                  Employment Security Department

 Reinforce                                                                                           Disciplinary Grievances and Appeals
Performance
                                                                  Disciplinary Grievances                                                                          Disciplinary Appeals
                                                                 (Represented Employees)                                                                      (Non-Represented Employees
Outcomes:                       20                                                                                                                       filed with Personnel Resources Board)
                                18
Employees know how their        16                                                                                                                      Time Period = July 2006 through June 2007
                                14
performance contributes to      12
                                10                                                                                                                0 Dismissal
the goals of the
                                 8
organization. Strong             6                                                                                                                0 Demotion
                                 4                                                                                                        2
performance is rewarded;         2              1        1        1                 1        1        1                                           0 Suspension
poor performance is              0                                                                                                                0 Reduction in salary

                                                                 Oct-06

                                                                          Nov-06




                                                                                                                                May-07
                                                                                                              Mar-07
                                                                                   Dec-06
                                      Jul-06

                                               Aug-06

                                                        Sep-06




                                                                                                                       Apr-07
                                                                                            Jan-07

                                                                                                     Feb-07




                                                                                                                                         Jun-07
eliminated. Successful
performance is differentiated        Total # Disciplinary Grievances Filed: 8                                                                     0 Total Disciplinary Appeals Filed with PRB
and strengthened.
Employees are held               There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
                                 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*

Performance Measures                           Time period = July 2006 through June 2007                                                               Time period = July 2006 through June 2007

Percent employees with            1 Arbitration Outcome Denied & Dismissed
current performance               3 Settled without Arbitration
evaluations                                                                                                                                            There were no Disciplinary
                                  1 Withdrawn
                                                                                                                                                       Appeal outcomes in the period
Employee survey ratings on        3 In Process
“performance and
                                                                                                                                                       from July 2006 through June
accountability” questions                  1 Going to Arbitration                                                                                     2007
                                           1 Going to Pre-Arbitration
Disciplinary actions and
reasons, disciplinary                      1 At Agency Level
grievances/appeals filed
and disposition
(outcomes)
                                                                                                                                                  *Outcomes issued by Personnel Resources Board
Reward and recognition
practices (TBD)                 Data as of 9/21/2007
                                                                                                                                                                                                     20
                                Source: Internal Tracking
                                                                                                                            Employment Security Department

 ULTIMATE
 OUTCOMES
                                                            Employee Survey “Employee Commitment” Ratings

Employees are                                                                                                      Avg   Analysis:
committed to the work             Q3. I know how my work contributes to the goals of my agency.
                                                                                                                          Survey data indicates that ESD
they do and the goals                 2% 10%
                                       4%                   36%                        47%                1%       3.8
                                                                                                                           employees rate higher than the
of the organization
                                  Q12. I know how my agency measures its success.                                          statewide average in the category of
                                                                                                                   4.2     Employee Commitment.
                                       5% 8%     10%                40%                        27%        1%
Successful, productive                                                                                                    ESD collected data from additional
                                  Q9. I receive recognition for a job well done.
employees are                                                                                                              questions during this survey with
                                                                                                                   3.4     several having a employee commitment
retained                                11%    14%          24%              26%               22%      3%
                                                                                                                           theme.

                                      Never      Seldom        Occasionally      Usually        Always               Employee responses that were closely
The state has the                                                                                                          related to employee commitment
workforce breadth and                                                                                                      suggested that employees; feel that
depth needed for                                                                                                           they provide a service or product that
                                                                                                                           made a difference for the customer but
present and future                  Overall average score for Employee Commitment ratings: 3.8                             were unsure of the value of GMAP.
success
                                                                                                                           They also felt that they were not
                                                                                                                           rewarded for merit.
Performance Measures                                                                                                     Action Steps:

Employee survey ratings            This data is from the April 2006 Employee Survey and                                   Agency Senior Leaders were tasked to
on “commitment”                    the agency has already implemented action steps in                          .           identify specific actions that will
questions                          response to survey information. The next survey will                                    communicate processes and clarify the
                                                                                                                           operational linkages to the strategic
Turnover rates and types           occur at the end of 2007                                                                plan by July 2007.
Turnover rate: key                                                                                                        Agency management participates in
occupational categories                                                                                                    reverse GMAP sessions where staff can
                                                                                                                           question leadership.
Workforce diversity profile
                                                                                                                          The Human Resource Service Division
Retention measure (TBD)                                                                                                    is developing options to address the
                                                                                                                           agency recognition program.


                              Data as of April 2007
                                                                                                                                                                  21
                              Source: Dept of Personnel 2006 Employee Survey
                                                                                                                         Employment Security Department

 ULTIMATE                                                                                 Turnover Rates
 OUTCOMES                                       Total % Turnover (leaving state)                        Analysis:
                                           Time Period: July 2006 through June 2007
                                                                                                         Long time ESD employees are retiring at a faster
Employees are
                                                                                                          rate with the bulk of retirements occurring in June
committed to the work                                         Other                                       and December of every year. Most significant
they do and the goals                                         0.7%                                        number of retirements in FY07 occurred in
                                           Dismissal
of the organization                                                                                       December 2006. 12 of 15 separations were due to
                                             0.0%
                                                                                                          retirement.

Successful, productive                                                                                   Agency implemented a layoff action in October of
employees are                                                                                             2006, Many of the resignations that occurred from
retained                                                                                                  July through September were a result of the
                                                                         Retirement                       impending layoff action. Frequent layoff actions
                                                                           3.5%                           have an impact on the agency’s ability to recruit and
                                                    Resignation
                                                                                                          retain staff.
The state has the                                      3.7%
workforce breadth and
depth needed for                                                                                        Action Steps:
present and future
success                                                                                                  The Budget, Policy and Communications Division is
                                                                                                          piloting efforts to improve efficiencies and
                                                                                                          programmatic focus to alleviate effects of reduced
Performance Measures           Total Turnover Actions: 128                                                funding.
                               Total % Turnover: 7.8%
Employee survey ratings on
                               Note: Movement to another agency is currently not available in HRMS/BW    The Human Resource Services Division is focusing
“commitment” questions
                                                                                                          on recruitment issues to address recruitment and
Turnover rates and types                                                                                  retention of qualified workers.
                               In addition to the turnover information listed above:
Turnover rate: key
occupational categories        49 employees left ESD to go to other State
Workforce diversity profile    Agencies. This changes the turnover figures as
Retention measure (TBD)
                               follows:

                               Total Turnover Actions: 177
                               Total % Turnover: 10.8%

                              Data as of 9/25/2007
                                                                                                                                                                22
                              Source: HRMS Business Warehouse
                                                                                                                                                                                                    Employment Security Department

 ULTIMATE                                                                                                     Workforce Diversity Profile
 OUTCOMES                                                                            Agency                              State
                              Female                                                    64%                               53%
                                                                                                                                                                                              Percent Age Distribution
                              Disabled                                                   6%                                5%
                              Vietnam Vet                                               11%                                7%                                                     All Employees (including WMS)                                  WMS Employees Only
Employees are
                              Disabled Vet                                               6%                                2%
committed to the work
                                                                                                                                                          35
                                                                                                                                                                                                                                                                  32
                              People of color                                           30%                               18%
they do and the goals         Persons over 40                                           86%                               75%
                                                                                                                                                          30
                                                                                                                                                                                                                                                       26
of the organization                                                                                                                                       25                                                                                                 23




                                                                                                                                            % Employees
                                                                                                                                                                                                                                                  20
                                                                                                                                                          20
                                                             Diversity Profile by Ethnicity - Agency
                                                                                                                                                          15
                                                                                                                                                                                                                                      14                                14
Successful, productive                                                                                                                                                                                                      11                                               12
                                                                                                                                                                                                                                 9
                                             80                                                                                                                                                                   8                         8
employees are
                                                                                                                                                          10
                                                                                                             70                                                                                                        6
                                             70                                                                                                                                                         4
retained                                                                                                                                                  5
                                                                                                                                                               0 0      0 0        0 0
                                                                                                                                                                                              2 2            2                                                                     3 3

                                             60                                                                                                           0
                               % Employees




                                                                                                                                                                                                                                                                                   % 65 +
                                                                                                                                                               % < 15

                                                                                                                                                                        % 15-19

                                                                                                                                                                                    % 20-24

                                                                                                                                                                                              % 25-29

                                                                                                                                                                                                        % 30-34

                                                                                                                                                                                                                  % 35-39

                                                                                                                                                                                                                             %40-44

                                                                                                                                                                                                                                       % 45-49

                                                                                                                                                                                                                                                   % 50-54

                                                                                                                                                                                                                                                              % 55-59

                                                                                                                                                                                                                                                                         % 60-64
                                             50

The state has the                            40

workforce breadth and                        30

depth needed for                             20
                                                   9               10                            9
present and future                           10                                      3
                                                                                                                                           Analysis:
                                                                                                                            0
success                                       0
                                                                                                                                           Agency continues to reflect a diverse workforce that is
                                                                                  American




                                                                                                           Caucasian
                                                  % Black




                                                                                                                           % Other
                                                                                  % Native
                                                                   % Hispanic




                                                                                              % Asian /

                                                                                               Islander
                                                                                                Pacific
                                                                                                                                             above the statewide profile. The same levels of

                                                                                                              %
Performance Measures                                                                                                                         diversity have been reflected in the agency permanent
                                                                                                                                             workforce for over ten years.
Employee survey ratings on                                   Diversity Profile by Ethnicity - Statewide
“commitment” questions                                                                                                                     Age distribution data reflects the depth of the aging
                                             90                                                                82                            problem that ESD will face in the future. This data is
Turnover rates and types                     80                                                                                              also reflective of the number of retirements shown in the
Turnover rate: key                           70                                                                                              turnover statistics.
                                             60
                               % Employees




occupational categories
                                             50                                                                                            Action Steps:
Workforce diversity profile                  40
                                             30                                                                                            Maintain diversity through management awareness and
Retention measure (TBD)
                                             20                                                                                              continued program monitoring.
                                             10     5                   5                          6
                                                                                      2                                          0
                                              0
                                                                                                                                           Agency management will need to determine agency
                                                                                                                                             capacity for succession planning.
                                                                                   American




                                                                                                             Caucasian
                                                   % Black




                                                                                                                               % Other
                                                                                   % Native
                                                                     % Hispanic




                                                                                               % Asian /

                                                                                                Islander
                                                                                                 Pacific


                                                                                                                %




                                                                                                                                         Data as of 9/5/07
                                                                                                                                                                                                                                                                                        23
                                                                                                                                         Source: HRMS Business Warehouse

				
DOCUMENT INFO
Description: State of Washington Employment document sample