Monthly Report Templates Report by lbg52283

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									State of Washington
[Enter Agency Name]
                                        Plan & Align
                                         Workforce


Human Resource          Hire              Deploy           Reinforce

Management Report
                      Workforce          Workforce        Performance


                                          Develop
                                         Workforce




                      [Note: This is the standard format provided by DOP as
October 2009          of 7/23/09. Agencies may customize or supplement this
                      format to meet unique needs, as long as the minimum
                      information shown in this format is included.]
                                                                                                        [Enter Agency Name]



             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. Workf orce          Jobs, staffing levels, &
                                                                           to build and sustain a
 Workforce      planning. Job classes &       competencies aligned         productive, high
                salaries assigned.            with agency priorities.      perf orming workf orce.


                Qualif ied candidate pools,   Best candidate hired &       The right people are in            Ultimate Outcomes
                interviews & ref erence       reviewed during
   Hire         checks. Job of fers. Appts    appointment period.
                                                                           the right job at the right
                                                                                                         Employees are
 Workforce      & per-                        Successf ul perf ormers
                                                                           time.                         committed to the work
                                                                                                         they do & the goals of
                f ormance monitoring.         retained.
                                                                                                         the organization

                                                                                                         Productive, successful
                Work assignments&             Workplace is saf e, gives    Time & talent is used         employees are retained
                requirements def ined.        capacity to perf orm, &
  Deploy        Positive workplace            f osters productive          ef f ectively. Employees      State has workforce
 Workforce      environment created.
                Coaching, f eedback,
                                              relations. Staf f 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       f or training. Continuous     engaged in develop-
                                                                           competencies f or             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 perf ormance            Employees know how           Successf ul perf is
                expectations linked to        perf ormance contributes     dif f erentiated &
 Reinforce      orgn’al goals & measures.     to success of orgn.          strengthened.
Performance     Regular perf ormance
                appraisals. Recognition.
                                              Strong perf ormance
                                              rewarded; poor
                                                                           Employees are held
                Discipline.                   perf ormance eliminated      accountable.

                                                                                                                                  2
Executive Summary   [Enter Agency Name]




                                          3
                                                                                                                                [Enter Agency Name]
                                                                                     Management Profile
Plan & Align
                              Agency Priority: [High/Medium/Low]
                                WMS Employees Headcount = [xxx]                                           Analysis:
 Workforce                      Percent of agency workforce that is WMS = [xx]%                            WMS Control Point: [XXX]
                                All Managers* Headcount = [xxx]                                            [XXX]
Outcomes:                       Percent of agency workforce that is Managers* = [xx]%                      [XXX]

Managers understand             * In positions coded as “Manager” (includes EMS, WMS, and GS)              [XXX]

workf orce management                                                                                      [XXX]

accountabilities. Jobs and                                                                                 [XXX]
competencies are def ined                           Data Time Period: [mm/yy] through [mm/yy]              [XXX]
and aligned with business
priorities. Overall                                    [DOUBLE CLICK CHART TO                             Action Steps: (What, by whom, by when)
f oundation is in place to                             ENTER AGENCY DATA]                                  [XXX]
build & sustain a high                                 [USE OF THIS CHART IS                               [XXX]
perf orming workf orce.                                OPTIONAL]
                                                                                                           [XXX]




Performance
Measures:
Management profile                                    WMS Management Type
Workf orce Planning
measure (TBD)
Percent employees with
current position/                Management          [xxx]
competency descriptions          Consultant          [xxx]
                                 Policy              [xxx]                        [SAMPLE DATA ONLY.
                                                                                  DOUBLE CLICK CHART TO
                                 Not Assigned        [xxx]                        ENTER AGENCY DATA]




                             Data as of [mm/yy]
                                                                                                                                                      4
                             Source: [Enter Data Source]
                                                                                                                     [Enter Agency Name]

Plan & Align                                                 Current Position/Competency Descriptions
 Workforce
                             Agency Priority: [High/Medium/Low]                            Analysis:

Outcomes:                     Percent employees with current                                [XXX]
                              position/competency descriptions = [XX]%*                     [XXX]
Managers understand
                                                                                            [XXX]
workf orce management        *Based on [XXX] of [XXX] reported employee count
                              Applies to employees in permanent positions, both WMS & GS    [XXX]
accountabilities. Jobs and
competencies are def ined                                                                   [XXX]

and aligned with business                                                                   [XXX]

priorities. Overall                                                                         [XXX]
f oundation is in place to
build & sustain a high                                                                     Action Steps: (What, by whom, by when)
perf orming workf orce.                                                                     [XXX]
                                                                                            [XXX]
                                                                                            [XXX]
Performance
Measures:
Management prof ile
Workf orce Planning
measure (TBD)
Percent employees with
current position/
competency descriptions




                             Data as of [mm/yy]
                             Source: [Enter Data Source]                                                                                   5
                                                                                                                                            [Enter Agency Name]

    Hire                                                                          Time-to-Hire / Candidate Quality
  Workforce                      Agency Priority: [High/Medium/Low]

                                                Time-to-Hire Funded Vacancies                                      Analysis:
Outcomes:
                                  Average number of days to hire*:                             [XXX]                [XXX]
Best candidates are hired                                                                                           [XXX]
                                  Number of vacancies filled:                                  [XXX]
and reviewed during                                                                                                 [XXX]
                                  *Equals # of days from the date the hiring supervisor informs the agency HR
appointment period. The           Office to start the process to fill the position, to the date the job offer is    [XXX]
right people are in the right     accepted.
                                                                                                                    [XXX]
job at the right time.
                                                                                                                    [XXX]
                                Agency Priority: [High/Medium/Low]
                                                                                                                    [XXX]
                                                           Candidate Quality
Performance                       Of the candidates interviewed for vacancies, how many had the
                                                                                                                   Action Steps: (What, by whom, by when)
Measures                          competencies (knowledge, skills & abilities) needed to perform
                                                                                                                    [XXX]
Time-to-hire vacancies            the job?
                                                                                                                    [XXX]
Candidate quality                     Number = [XXX] Percentage = [XXX]%
                                                                                                                    [XXX]
Hiring Balance (proportion
of appointment types)
                                  Of the candidates interviewed, were hiring managers able to
                                  hire the best candidate for the job?
Separation during review
period                                Hiring managers indicating “yes”:
                                           Number = [XXX]          Percentage = [XXX]%
                                      Hiring managers indicating “no”:
                                          Number = [XXX]          Percentage = [XXX]%




                                Data Time Period: [mm/yy] through [mm/yy]                                                                                         6
                                Source: [Enter Data Source]
                                                                                                                                               [Enter Agency Name]

    Hire                                                           Hiring Balance / Separations During Review Period

  Workforce                                                                                                         Analysis:
                                Agency Priority: [High/Medium/Low]

                                                                                                                     [XXX]
                                                                                                                     [XXX]
Outcomes:
                                                                                                                     [XXX]
Best candidates are hired                                                                                            [XXX]
and reviewed during
                                                                                                                     [XXX]
appointment period. The
                                                                                                                     [XXX]
right people are in the right                         [SAMPLE DATA ONLY. DOUBLE
                                                      CLICK CHART TO ENTER AGENCY                                    [XXX]
job at the right time.                                DATA]

                                                                                                                    Action Steps: (What, by whom, by when)
                                                                                                                     [XXX]
Performance
Measures                                                                                                             [XXX]
                                                                                                                     [XXX]
Time-to-hire vacancies
Candidate quality
Hiring Balance                   Total number of appointments = [XXX]*
(proportion of                   Includes appointments to permanent vacant positions only; excludes reassignments
                                 “Other” = Demotions, re-employment, reversion & RIF appointments
appointment types)
Separation during review        Agency Priority: [High/Medium/Low]
period
                                               Separation During Review Period
                                 Probationary separations - Voluntary                                   [xxx]
                                 Probationary separations - Involuntary                                 [xxx]
                                         Total Probationary Separations                                 [xxx]

                                 Trial Service separations - Voluntary                                  [xxx]
                                 Trial Service separations - Involuntary                                [xxx]
                                          Total Trial Service Separations                               [xxx]

                                 Total Separations During Review Period                                 [xxx]


                                Data Time Period: [mm/yy] through [mm/yy]
                                                                                                                                                                     7
                                Source: [Enter Data Source]
                                                                                                                  [Enter Agency Name]

   Deploy                                                           Current Performance Expectations
  Workforce                    Agency Priority: [High/Medium/Low]
                                                                                             Analysis:
                                Percent employees with current performance
Outcomes:                                                                                     [XXX]
                                expectations = [XXX]%*
                                                                                              [XXX]
Staf f know job
                               *Based on [XXX] of [XXX] reported employee count               [XXX]
expectations, how they’re       Applies to employees in permanent positions, both WMS & GS
                                                                                              [XXX]
doing, & are supported.
Workplace is saf e, gives                                                                     [XXX]

capacity to perf orm, &                                                                       [XXX]

f osters productive                                                                           [XXX]
relations. Employee time
and talent is used                                                                           Action Steps: (What, by whom, by when)
ef f ectively. Employees are                                                                  [XXX]
motivated.                                                                                    [XXX]
                                                                                              [XXX]
Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals f iled
and disposition (outcomes)




                               Data as of [mm/yy]
                               Source: [Enter Data Source]                                                                              8
                                                                                                                                              [Enter Agency Name]
                                                                                               Overtime Usage
   Deploy                      Agency Priority: [High/Medium/Low]

  Workforce

Outcomes:

Staf f know job                                                                         [DOUBLE CLICK CHARTS TO ENTER
expectations, how they’re                                                               AGENCY DATA]
doing, & are supported.
Workplace is saf e, gives
capacity to perf orm, &
f osters productive
relations. Employee time
and talent is used               Overall agency avg overtime usage – per capita, per month: [XXX]**
ef f ectively. Employees are   **Overall agency avg overtime usage – per capita, per month = sum of monthly OT
                               averages / # months
motivated.
                                                                                                                 Analysis:
                                                                                                                  [XXX]
Performance
Measures                                                                                                          [XXX]
                                                                                                                  [XXX]
Percent employees with
current perf ormance                                                                                              [XXX]
expectations
                                                                                                                  [XXX]
Overtime usage
Sick leave usage
                                                                                                                 Action Steps: (What, by whom, by when)
Non-disciplinary
                                                                                                                  [XXX]
grievances/appeals f iled
and disposition (outcomes)                                                                                        [XXX]
                                 Overall agency avg employees receiving overtime per month: [XXX]%**              [XXX]
                               **Overall agency avg employees receiving overtime per month = sum of monthly OT
                               percentages / # months

                               *Statewide overtime values do not include DNR
                               Data Time Period: [mm/yy] through [mm/yy]                                                                                            9
                               Source: [Enter Data Source]
                                                                                                                                                 [Enter Agency Name]

   Deploy                         Agency Priority: [High/Medium/Low]
                                                                                          Sick Leave Usage

  Workforce                                                                                                          Analysis:
                                                                                                                      [XXX]

Outcomes:                                                                                                             [XXX]
                                                                                                                      [XXX]
Staf f know job
expectations, how they’re                                                                                             [XXX]

doing, & are supported.                                                                                               [XXX]

Workplace is saf e, gives                                   [DOUBLE CLICK CHART TO                                    [XXX]
                                                            ENTER AGENCY DATA]
capacity to perf orm, &                                                                                               [XXX]
f osters productive
relations. Employee time                                                                                             Action Steps: (What, by whom, by when)
and talent is used                                                                                                    [XXX]
ef f ectively. Employees are                                                                                          [XXX]
motivated.
                                                                                                                      [XXX]


Performance
Measures
Percent employees with
current perf ormance
expectations
Overtime usage
                                  Sick Leave Hrs Used / Sick Leave Balance (per capita)
Sick leave usage                     Avg Hrs SL Used (per           Avg SL Balance (per      Avg Hrs SL Used (per         Avg SL Balance (per
Non-disciplinary                       capita) - Agency               capita) - Agency        capita) – Statewide*        capita) – Statewide*
grievances/appeals f iled
and disposition (outcomes)                  [XX] Hrs                       [XX] Hrs                 6.4 Hrs                      240.2 Hrs




                               * Statewide data does not include DOL, DOR, L&I, and LCB

                               Data Time Period: [mm/yy] through [mm/yy]
                                                                                                                                                                       10
                               Source: [Enter Data Source]
                                                                                                                                           [Enter Agency Name]
                                                              Non-Disciplinary Grievances (represented employees)
   Deploy
  Workforce                    Agency Priority: [High/Medium/Low]
                                                                                                                     Top 5 Non-Disciplinary Grievance Types
                                                                                                                     (i.e., Compensation, Overtime, Leave, etc)
Outcomes:
                                                                                                                                                              #
Staf f know job                                                                                                      Grievance Type                      Grievances
                                                      [DOUBLE CLICK CHART TO
expectations, how they’re
                                                      ENTER AGENCY DATA]                                             1. [XX]                                [XX]
doing, & are supported.
                                                                                                                     2. [XX]                                [XX]
Workplace is saf e, gives
                                                                                                                     3. [XX]                                [XX]
capacity to perf orm, &
f osters productive                                                                                                  4. [XX]                                [XX]

relations. Employee time                                                                                             5. [XX]                                [XX]
and talent is used
ef f ectively. Employees are    Total Non-Disciplinary Grievances = [XX]
                                                                                                                      Analysis:
motivated.
                                * There may not be a one-to-one correlation between the number of grievances filed     [XXX]
                                (shown top of page) and the outcomes determined during this time period. The time
                                                                                                                       [XXX]
Performance                     lag between filing date and when a decision is rendered can cross the time periods
Measures                        indicated.                                                                             [XXX]
                                                                                                                       [XXX]
Percent employees with                         Non-Disciplinary Grievance Disposition*
current perf ormance                       (Outcomes determined during time period listed below)                      Action Steps: (What, by whom, by when)
expectations
                                                                                                                       [XXX]
Overtime usage                   [XXX]                                                                                [XXX]
Sick leave usage                 [XXX]                                                                                [XXX]
Non-disciplinary                 [XXX]
grievances/appeals filed
and disposition                  [XXX]
(outcomes)                       [XXX]
                                 [XXX]



                                Data Time Period: [mm/yy] through [mm/yy]
                                Source: [Enter Data Source]                                                                                                        11
                                                      Non-Disciplinary Appeals (mostly non-represented employees)
   Deploy                      Agency Priority: [High/Medium/Low]
  Workforce                              Filings for DOP Director’s Review                            Filings with Personnel Resources Board


Outcomes:                       [XX] Job classification                                           [XX] Job classification

Staf f know job                 [XX] Rule violation                                               [XX] Other exceptions to Director Review
expectations, how they’re       [XX] Name removal f rom Layof f List                              [XX] Layof f
doing, & are supported.         [XX] Exam results or name removal f rom                           [XX] Disability separation
Workplace is saf e, gives       applicant/candidate pool, if DOP did assessment                   [XX] Non-disciplinary separation
capacity to perf orm, &         [XX] Remedial action
f osters productive                                                                               [XX] Total filings
relations. Employee time        [XX] Total filings
                                                                                                  Non-Disciplinary appeals only are shown above.
and talent is used
ef f ectively. Employees are    There is no one-to-one correlation between the f ilings shown above and the outcomes displayed in the charts below. The
                                time lag between f iling date and when a decision is rendered can cross the time periods indicated.
motivated.


Performance
Measures
Percent employees with
current perf ormance                                                          [SAMPLE DATA ONLY. DOUBLE
expectations                                                                  CLICK CHARTS TO ENTER AGENCY
                                                                              DATA]
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition
(outcomes)




                               Total outcomes = [XX]                                          Total outcomes = [XX]
                               Data Time Period: [mm/yy] through [mm/yy]
                               Source: Department of Personnel
                                                                                                                  [Enter Agency Name]

   Develop                                                        Individual Development Plans
  Workforce                 Agency Priority: [High/Medium/Low]
                                                                                          Analysis:
                             Percent employees with current individual
Outcomes:                                                                                  [XXX]
                             development plans = [XX]%*
A learning environment is                                                                  [XXX]
                            *Based on [XXX] of [XXX] reported employee count
created. Employees are                                                                     [XXX]
                             Applies to employees in permanent positions, both WMS & GS
engaged in prof essional                                                                  Action Steps: (What, by whom, by when)
development and seek to                                                                    [XXX]
learn. Employees have                                                                      [XXX]
competencies needed f or                                                                   [XXX]
present job and f uture
advancement.


Performance
Measures
Percent employees with
current individual
development plans
Competency gap analysis
(TBD)




                            Data as of [mm/yy]
                                                                                                                                        13
                            Source: [Enter Data Source]
                                                                                                                        [Enter Agency Name]

 Reinforce                                                                 Current Performance Evaluations
Performance                           Agency Priority: [High/Medium/Low]

                                      Percent employees with current performance                   Analysis:
Outcomes:                             evaluations = [XX]%*                                          [XXX]
Employees know how their                                                                            [XXX]
                                     *Based on [XXX] of [XXX] reported employee count
perf ormance contributes to           Applies to employees in permanent positions, both WMS & GS    [XXX]
the goals of the                                                                                    [XXX]
organization. Strong                                                                                [XXX]
perf ormance is rewarded;
                                                                                                    [XXX]
poor perf ormance is
                                                                                                    [XXX]
eliminated. Successf ul
perf ormance is dif f erentiated
                                                                                                   Action Steps: (What, by whom, by when)
and strengthened.
                                                                                                    [XXX]
Employees are held
                                                                                                    [XXX]
accountable.
                                                                                                    [XXX]

Performance Measures
Percent employees with
current performance
evaluations
Disciplinary actions and
reasons, disciplinary
grievances/appeals f iled and
disposition (outcomes)

Reward and recognition
practices (TBD)




                                   Data as of [mm/yy]
                                                                                                                                              14
                                   Source: [Enter Data Source]
                                                                                                                                [Enter Agency Name]

 Reinforce
Performance                                                                      Formal Disciplinary Actions
                                    Agency Priority: [High/Medium/Low]

Outcomes:                                                                                                Analysis:
                                                          Disciplinary Action Taken
                                                                                                          [XXX]
Employees know how their
                                       Action Type                                        # of Actions    [XXX]
perf ormance contributes to
                                       Dismissals                                               [XXX]     [XXX]
the goals of the
organization. Strong                   Demotions                                                [XXX]     [XXX]

perf ormance is rewarded;              Suspensions                                              [XXX]     [XXX]

poor perf ormance is                   Reduction in Pay*                                        [XXX]     [XXX]
eliminated. Successf ul                                                                                   [XXX]
                                       Total Disciplinary Actions*                              [XXX]
perf ormance is dif f erentiated
and strengthened.                      * Reduction in Pay is not currently available as an action in
                                                                                                         Action Steps: (What, by whom, by when)
                                       HRMS/BI.
Employees are held                                                                                        [XXX]
accountable.                                        Issues Leading to Disciplinary Action
                                      [XXX]

Performance Measures                  [XXX]

Percent employees with                [XXX]
current perf ormance                  [XXX]
evaluations
                                      [XXX]
Disciplinary actions and
                                      [XXX]
reasons, disciplinary
grievances/appeals filed              [XXX]
and disposition
(outcomes)
Reward and recognition
practices (TBD)



                                   Data Time Period: [mm/yy] through [mm/yy]
                                                                                                                                                      15
                                   Source: [Enter Data Source]
                                                                                                                                     [Enter Agency Name]

 Reinforce                                                                     Disciplinary Grievances and Appeals
Performance                        Agency Priority: [High/Medium/Low]
                                                        Disciplinary Grievances                                          Disciplinary Appeals
                                                       (Represented Employees)                                      (Non-Represented Employees
Outcomes:                                                                                                      filed with Personnel Resources Board)

Employees know how their
                                                  [DOUBLE CLICK CHART TO ENTER                         [XX] Dismissal
perf ormance contributes to
                                                  AGENCY DATA]                                         [XX] Demotion
the goals of the
organization. Strong                                                                                   [XX] Suspension
perf ormance is rewarded;                                                                              [XX] Reduction in salary
poor perf ormance is
eliminated. Successf ul
                                                                                                       [XX] Total Disciplinary Appeals Filed with PRB
perf ormance is dif f erentiated        Total # Disciplinary Grievances Filed: [XX]
and strengthened.
Employees are held                  There is no one-to-one correlation between the f ilings shown above and the outcomes displayed in the charts below. The
                                    time lag between f iling 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
                                        [XXX]
Percent employees with
current perf ormance                    [XXX]
evaluations                             [XXX]
                                                                                                                  [SAMPLE DATA ONLY. DOUBLE
Disciplinary actions and                [XXX]                                                                    CLICK CHART TO ENTER AGENCY
reasons, disciplinary                                                                                             DATA]
                                        [XXX]
grievances/appeals filed
and disposition                         [XXX]
(outcomes)                              [XXX]
Reward and recognition
practices (TBD)

                                                                                                        *Outcomes issued by Personnel Resources Board

                                   Data Time Period: [mm/yy] through [mm/yy]
                                                                                                                                                              16
                                   Source: [Enter Data Source]
                                                                                                                              [Enter Agency Name]

 ULTIMATE                                                                               Turnover Rates
 OUTCOMES                 Agency Priority: [High/Medium/Low]
                                                                                                    Analysis:
                                             Total % Turnover (leaving state)
                                                                                                     [XXX]
Employees are
                                                                                                     [XXX]
committed to the work
they do and the goals                                                                                [XXX]
of the organization                                                                                  [XXX]
                                                                                                     [XXX]
Successful, productive                                                                               [XXX]
employees are                                                                                        [XXX]
                                                [DOUBLE CLICK CHART TO
retained                                        ENTER AGENCY DATA]

                                                                                                    Action Steps: (What, by whom, by when)
The state has the
                                                                                                     [XXX]
workforce breadth and
depth needed for                                                                                     [XXX]
present and future                                                                                   [XXX]
success


Performance Measures
                           Total Turnover Actions: [xx]
Turnover rate: key         Total % Turnover: [xx]%
occupational categories    Note: Movement to another agency is currently not available in HRMS/BI
Workforce Diversity
Profile

Employee Survey
Information
Retention measure (TBD)




                          Data Time Period: [mm/yy] through [mm/yy]
                          Source: [Enter Data Source]                                                                                               17
                                                                                                                    [Enter Agency Name]
                                                                      Workforce Diversity Profile
 ULTIMATE                  Agency Priority: [High/Medium/Low]

 OUTCOMES                                              Agency            State
                                                                                      Analysis:
                            Female                       [xx]%            53%
                            Persons w/Disabilities       [xx]%             4%          [XXX]
                            Vietnam Era Veterans         [xx]%             6%
Employees are                                                                          [XXX]
                            Veterans w/Disabilities      [xx]%             2%
committed to the work
                            People of color              [xx]%            18%          [XXX]
they do and the goals       Persons over 40              [xx]%            74%
of the organization                                                                    [XXX]
                                                                                       [XXX]
                                                                                       [XXX]
Successful, productive
employees are                                                                          [XXX]
retained                                  [DOUBLE CLICK CHART TO
                                          ENTER DATA]
                                                                                      Action Steps: (What, by whom, by when)
The state has the                                                                      [XXX]
workforce breadth and
                                                                                       [XXX]
depth needed for
present and future                                                                     [XXX]
success                                                                                [XXX]
                                                                                       [XXX]
Performance Measures
Turnover rates and types
Turnover rate: key
occupational categories
Workforce Diversity
Profile                                      [DOUBLE CLICK CHART TO
                                             ENTER AGENCY DATA]
Employee Survey
Information

Retention measure (TBD)



                                                                                      Data as of [mm/yy]
                                                                                      Source: [Enter Data Source]                         18
                                                                                                                   [Enter Agency Name]
                                                                        Employee Survey Ratings
 ULTIMATE
 OUTCOMES
                               Agency Priority: [High/Medium/Low]


                                                                        Avg      Avg      Analysis:
                                                                        April    Nov
Employees are               Question                                                       [XXX]
                                                                        2006     2007
committed to the work
                                                                                           [XXX]
they do and the goals      1) I have the opportunity to give input on
of the organization           decisions af f ecting my work.                               [XXX]
                           2) I receive the inf ormation I need to do                      [XXX]
                              my job ef f ectively.
Successful, productive     3) I know how my work contributes to the                        [XXX]
employees are                 goals of my agency.
retained                   4) I know what is expected of me at work.
                                                                                          Action Steps: (What, by whom, by when)
                           5) I have opportunities at work to learn
                                                                                           [XXX]
                               and grow.
The state has the          6) I have the tools and resources I need                        [XXX]
workforce breadth and          to do my job ef fectively.
                                                                                           [XXX]
depth needed for           7) My supervisor treats me with dignity
present and future             and respect.                                                [XXX]
success                    8) My supervisor gives me ongoing                               [XXX]
                               f eedback that helps me improve my
                               perf ormance.                                               [XXX]
Performance Measures       9) I receive recognition f or a job well
                               done.
Turnover rates and types   10) My perf ormance evaluation provides
Turnover rate: key             me with meaningf ul inf ormation about
occupational categories        my perf ormance.
                           11) My supervisor holds me and my co-
Workforce Diversity            workers accountable f or perf ormance.
Profile                    12) I know how my agency measures its
                               success.
Employee Survey
                           13) My agency consistently demonstrates
Information
                               support f or a diverse workf orce.
Retention measure (TBD)
                                                  Overall average:       [X.X]    [X.X]
                                   Number of survey responses:           [XX]     [XX]

                           Data as of November 2007
                                                                                                                                         19
                           Source: Statewide Employee Survey

								
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