Docstoc

DOR - Human Resource Management Report

Document Sample
DOR - Human Resource Management Report Powered By Docstoc
					Human Resource
Management Report
October 2007
Managers’ Logic Model for Workforce Management
                       Outputs                 Initial Outcomes         Intermediate Outcomes
               Articulation of managers     Managers understand         Foundation is in place to
               HRM accountabilities. HR     HRM accountabilities.       build and sustain a
Plan & Align   policies. Workforce          Jobs, staffing levels, &    productive, high
 Workforce     planning. Job classes &
               salaries assigned.
                                            competencies aligned
                                            with agency priorities.
                                                                        performing workforce.


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


               Individual development       Learning environment        Employees have
               plans. Time/ resources       created. Employees are      competencies for present      Agencies are better
  Develop      for training. Continuous     engaged in develop-         job & career                  enabled to successfully
 Workforce     learning environment
               created.
                                            ment opportunities & seek
                                            to learn.
                                                                        advancement                   carry out their mission.
                                                                                                      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. Employees
Performance    Regular performance
               appraisals. Recognition.
                                            Strong performance
                                            rewarded; poor
                                                                        are held accountable.

               Discipline.                  performance eliminated
                                                                                                                                 2
               Standard Performance Measures

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


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

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



                  Percent employees with current performance evaluations
                  Employee survey ratings on “performance & accountability” questions
 Reinforce
               
Performance        Disciplinary actions and reasons, disciplinary grievances/appeals filed
                   and disposition (outcomes)
                  Reward and recognition practices (TBD)
                                                                                                                          3
                                                            Plan & Align Workforce
                                                                Workforce Management Expectations


Outcomes:                      Percent supervisors with current performance                    Analysis:

Managers understand            expectations for workforce management = 96%                      DOR increased its completion rate in this
workforce management                                                                             measure from 92.9% in FY06 to 96% in
accountabilities. Jobs and                                                                       FY07.
competencies are defined       Total # of supervisors with current performance                  At the time of this analysis, only five
and aligned with business      expectations for workforce management = 121*                      supervisors did not have performance
priorities. Overall                                                                              expectations for workforce management.
foundation is in place to      Total # of supervisors = 126*
build & sustain a high                                                                          During this reporting period, DOR was in
                               *Represents number of supervisors with performance
performing workforce.                                                                            transition between using the old
                               evaluations due from 7/1/06 to 6/30/07.                           performance appraisal system and the new
                                                                                                 Performance Development Plan (PDP).
Performance
Measures:                                                                                      Action Steps:
                                      Supervisors with Current Performance                      DOR’s Human Resources Division will work
   Percent supervisors
    with current                     Expectations for Workforce Management                       with managers of supervisors missing
    performance                                                                                  documented performance expectations to
    expectations for                                 4.0%                                        achieve its goal of 100% completion.
    workforce management                                                                        DOR will continue to reinforce the
                                                                                     With
   Management profile                                                               Without     connection between employee performance
                                                                                                 and agency goals through management
   Workforce Planning                                                                           communications, on-line guidelines, and
    measure (TBD)                                                                                supervisory training.
   Percent employees                                                                           The annual DOR management meeting in
    with current position/                                                                       November, 2007, will provide supervisors
                                                            96.0%
    competency                                                                                   and managers with additional training on
    descriptions                                                                                 the performance management process.




                             Data for 7/1/06 through 6/30/07
                             Source: Agency Performance Evaluation Tracking System                                                           4
                                                                                                         Plan & Align Workforce
                                                                                                                                                     Management Profile

                              WMS Employees Headcount = 113
Outcomes:                     Percent of agency workforce that is WMS = 10.5%                                                                                                                Analysis:
Managers understand           Managers* Headcount = 126                                                                                                                                       DOR has reduced the number of WMS
workforce management          Percent of agency workforce that is Managers* = 11.7%                                                                                                            positions from 144 to 113 since July, 2005.
accountabilities. Jobs and    *Headcount In positions coded as “Manager” (includes EMS and WMS)                                                                                               The percentage of the DOR workforce that
competencies are defined      ** Percentages based on FY07 allotted FTE’s: 1,065.6                                                                                                             is in WMS dropped from 13.5% in FY05
and aligned with business
                                                                                                                                                                                               to 10.5% at the end of FY07.
priorities. Overall
                                                                           Washington Management Service
foundation is in place to                                                                                                                                                                     DOR was successful in achieving the
                                                                                  Headcount Trend
build & sustain a high                                                                                                                                                                         Governor’s mid-management reduction
performing workforce.                                       140   125      122      122      122      122                                                                                      goals.
                              # WMS Employees (Headcount)




                                                                                                               118       120         120       118        118      115      113
                                                            120

                                                            100
                                                                                                                                                                                             Action Steps:
Performance                                                  80
                                                                                                                                                                                              DOR updated its WMS Operating
Measures:                                                    60
                                                                                                                                                                                               Procedures in April, 2007, providing
                                                             40
   Percent supervisors                                                                                                                                                                        increased participation and oversight
                                                             20
    with current                                                                                                                                                                               by executive management in assessing
                                                              0
    performance                                                                                                                                                                                WMS position inclusion, rating, banding.
                                                                  Jul-06




                                                                                                      Nov-06




                                                                                                                         Jan-07




                                                                                                                                                 Mar-07




                                                                                                                                                                   May-07


                                                                                                                                                                                Jun-07
                                                                                             Oct-06




                                                                                                               Dec-06
                                                                           Aug-06

                                                                                    Sep-06




                                                                                                                                      Feb-07




                                                                                                                                                          Apr-07
    expectations for
                                                                                                                                                                                              DOR will continue to review its
    workforce management
                                                                                                                                                                                               management profile and operations
   Management profile                                                                                                  WMS Management Type
                                                                                                                                                                                               to identify additional opportunities to
                                                                                                                                                                                               optimize organization efficiencies.
   Workforce Planning
    measure (TBD)
   Percent employees                                                                                                                     Management
    with current position/                                                                                                                   94%
                                                                                                                                                                                         Management      106
    competency
    descriptions                                                                                                                                                                         Consultant        5
                                                                                                                                                                                         Policy            2



                                                                                                                                  Not Assigned
                                                                                                                                                                       Policy
                                                                                                                                       0%
                             Data as of 6/30/07                                                                                                                         2%

                             Source: HRMS Business Warehouse (DOP)
                                                                                                                                                     Consultant
                                                                                                                                                        4%                                                                                   5
                                                           Plan & Align Workforce
                                                            Current Position/Competency Descriptions


Outcomes:
Managers understand
                              Percent employees with current                                Analysis:
workforce management
accountabilities. Jobs and    position/competency descriptions = 100%*                       DOR continues to maintain a 100%
competencies are defined                                                                      completion rate for this measure.
and aligned with business
                              Total # of employees with current position/competency         Action Steps:
priorities. Overall
foundation is in place to     descriptions* = 991                                            DOR conducted over 25 training sessions
build & sustain a high        Total # of employees* = 991                                     for managers on the position description
performing workforce.                                                                         and competency development process.
                              *Applies to employees in permanent positions, both WMS & GS
                                                                                             DOR completed development of tools
Performance                                                                                   and resources to assist managers in
Measures:                                                                                     developing appropriate position
                                                                                              descriptions and posted the tools and
   Percent supervisors
                                                                                              resources on an intranet webpage.
    with current
    performance                                                                              DOR will continue to update position
    expectations for                                                                          descriptions as duties or competencies
    workforce management                                                                      change or new positions are created.
   Management profile                                                                       DOR will continue to provide expert
                                                                                              consultation, guidance and training to

                                             Completion Rate
   Workforce Planning
                                                                                              supervisors and managers regarding
    measure (TBD)
                                                                                              the appropriate development of position
   Percent employees                                                                         descriptions and competencies.
    with current position/
    competency
    descriptions




                             Data as of June 30, 2007
                             Source: Agency Records                                                                                      6
                                                                                  Hire Workforce
                                                                                 Time-to-fill / Candidate Quality

                                               Time-to-fill Funded Vacancies
Outcomes:
Best candidates are hired
and reviewed during
                                Average number of days to fill*:
                                                                                     Workforce represents E-Recruiting data only.
                                                                               Hire 67.9  Analysis:
                                                                                          The following
                                Number of vacancies filled:                                     130
appointment period. The                                                                                       Time-to-fill rates have improved, decreasing from 80
right people are in the         *Equals # of days from creation of the requisition to job offer acceptance     days to 67.9 days from last reporting period.
right job at the right time.    Time Period: [07/01/2006 – 06/30/2007]                                        Number of vacancies filled for this reporting period
                                                                                                               substantially increased, from just 23 vacancies filled
Performance                                                                                                    in the prior three quarters ending March 31, 2007, to
Measures:                                                Candidate Quality                                     130 filled by the end of the final quarter ending June
 Time-to-fill vacancies                                                                                       30, 2007.
                                Of the candidates interviewed for vacancies, how many had the
                                                                                                              Candidate quality data specific to Revenue
 Candidate quality             competencies (knowledge, skills & abilities) needed to perform
                                                                                                               from E-Recruiting system not available for
 Hiring Balance                the job?                                                                       this reporting period.
  (proportion of
  appointment types)                     Number = N/A Percentage = N/A
 Separation during                                                                                          Action Steps:
                                Of the candidates interviewed, were hiring managers able to
  review period                                                                                               DOR has taken steps to record candidate quality
                                hire the best candidate for the job?
                                                                                                               data which will be available for next time period,
                                   Hiring managers indicating “yes”:                                           which began on July 1, 2007.

                                         Number = N/A         Percentage = N/A                                DOR has converted a majority of its classified
                                                                                                               examinations in E-Recruiting to fully utilize that
                                   Hiring managers indicating “no”:                                            system as a strategic recruiting tool.
                                                                                                              DOR continues to collaborate with the Department of
                                        Number = N/A          Percentage = N/A
                                                                                                               Personnel to share agency best practices, provide
                                                                                                               usability testing, and candidate feedback for ongoing
                                                                                                               system improvements.
                                Time Period: 07/01/2006 to 06/30/2007


                               Data as of June 30, 2007
                               Source: E-Recruiting
                                                                                                                                                                        7
                                                                              Hire Workforce
                                                           Hiring Balance / Separations During Review Period

                                                     Types of Appointments                       Analysis:
Outcomes:
                                                                                                  Of the promotional appointments, 106 of the 116
Best candidates are hired                                                                          promotions were internal. This represents 37% of
and reviewed during                                                                                the total appointments for this reporting period and
                                                                                    Promotions
appointment period. The                  New Hires                                                 demonstrates DOR’s commitment to developing
                                                                                       41%
right people are in the                    42%                                                     and promoting internal agency employees and
right job at the right time.                                                                       succession management.
                                                                                                  DOR balanced its internal promotions with a
Performance                                                                                        comparable distribution of candidates from
Measures:                                                                                          external sources, providing additional diversity
                                                                                                   to its workforce.
 Time-to-fill vacancies
                                                           Other                                 Action Steps:
 Candidate quality                                            Exempt   Transfers
                                                            4%
                                                                 2%       11%                     DOR will continue its recruitment outreach
 Hiring Balance                        Total number of appointments =285*
                                                                                                   to colleges, universities and professional
  (proportion of                        Time period = 7/1/06 – 6/30/07                             organizations to build its candidate pool.
  appointment types)                    Includes appointments to permanent vacant
                                                                                                   DOR’s Recruitment Team and line managers
                                        positions only; excludes reassignments
 Separation during                     “Other” = Demotion and reversion appointments              will participate in over a dozen job fairs in the
  review period                                                                                    fall/winter season and conduct a Career
                                                                                                   Open House event in November, 2007.
                                          Separation During Review Period                         DOR will continue to implement elements of its 10-
                               Probationary separations - Voluntary                      9         Point Strategic Recruitment and Retention Plan
                                                                                                   and its recruitment strategies for “critical
                               Probationary separations - Involuntary                    5         job classes.”
                                        Total Probationary Separations                   14       DOR will continue to monitor separations and
                               Trial Service separations - Voluntary                     16        administer exit surveys to employees voluntarily
                                                                                                   separating from the agency to identify motivating
                               Trial Service separations - Involuntary                   0         factors and develop solutions.
                                        Total Trial Service Separations                  16
                                        Separations During Review Period                 30      Data as of June 30, 2007
                                                                                                 Source: HRMS Business Warehouse (DOP)
                               Time period = 7/1/06 – 6/30/07                                    & agency tracking system
                                                                                                                                                          8
                                                                  Deploy Workforce
                                                                  Current Performance Expectations

                             Percent employees with current performance                      Analysis:
Outcomes:                    expectations = 93.7%*                                            DOR’s 11.9% turnover in supervisors during
                                                                                               FY07 may have contributed to the decrease in
Staff know job
                                                                                               the completion rate for performance
expectations, how they’re                                                                      expectations from FY06.
doing, & are supported.      Total # of employees with current performance expectations*
Workplace is safe, gives     = 917**                                                          Nevertheless, the completion rate increased
capacity to perform,                                                                           7.1% from last reporting period due to a strong
& fosters productive         Total # of employees* = 979**                                     emphasis on training and the development
                                                                                               of better tracking tools.
relations. Employee          *Applies to employees in permanent positions, both WMS &
time and talent is used      General Service                                                  The FY06 data was based on sampling
effectively. Employees                                                                         records. Implementation of a new tracking tool
are motivated.               **Represents total number of employees with performance           contributed to a more accurate assessment.
                             evaluations due between 7/1/06 to 6/30/07                       Action Steps:
Performance                                                                                   DOR will continue to provide consultation
Measures:                                                                                      and training for managers and supervisors
                                   Percent Employees with Current Performance Expectations     in the area of writing and using performance
 Percent employees with                               FY06 and FY07                           expectations for workforce development
  current performance                                                                          and management.
  expectations              100%                98.8%                          93.7%          DOR will continue to send out regular
                             90%                                                               reminders to supervisors of evaluation
 Employee survey ratings
  on “productive             80%                                                               due dates and the need to complete the
  workplace” questions       70%                                                               expectations section of the PDP form.

 Overtime usage
                             60%                                                              The annual DOR management meeting in
                             50%                                                               November, 2007, will provide supervisors
 Sick leave usage                                                                             and managers with additional training on
                                                FY06                          FY07             the performance management process.
 Non-disciplinary
  grievances/appeals                                                                          DOR is converting its New Supervisor
  filed and disposition                                                                        Orientation to an on-line version, allowing
  (outcomes)                                                                                   immediate access for new supervisors to its
                                                                                               performance management training. This tool
 Worker safety                                                                                will also be available for current supervisors
                                                                                               and managers for refresher training.
                            Data as of June 30, 2007
                            Source: Agency Performance Evaluation Tracking System
                                                                                                                                                9
                                                                           Deploy Workforce
                                                           Employee Survey “Productive Workplace” Ratings


                                                                                                                Avg
Outcomes:                     Q4. I know what is expected of me at work.                                              Analysis:
                                    3%
                                   2% 7%            37%                              52%     4.3          0%           “Communication” and “Employee Retention”
Staff know job
expectations, how they’re     Q1. I have opportunity to give input on decisions affecting my work.                      were the focus areas for which DOR continues
doing, & are supported.            6% 13%       28%                36%          17%    0%    3.5                        to track improvements at the agency level in
Workplace is safe, gives                                                                                                response to the 2005 DOR Employee
                              Q2. I receive the information I need to do my job effectively.                            Satisfaction Survey (ESS).
capacity to perform,
                                   1% 14%
                                    3%                           57%                        23%         0%      4.0
& fosters productive                                                                                                   The 2007 DOR Employee Satisfaction Survey
relations. Employee           Q6. I have the tools and resources I need to do my job effectively.                       underwent significant revision, including the
time and talent is used            2%
                                   0%10%            52%                   35%        0%      4.2                        incorporation of the DOP Climate Survey
effectively. Employees                                                                                                  questions.
                              Q7. My supervisor treats me with dignity and respect.
are motivated.
                                   5% 3%8%         23%                          61%                       0%    4.3   Action Steps:
                              Q8. My supervisor gives me ongoing feedback that helps me                                The 2007 DOR ESS results will be shared
Performance                       improve my performance.                                                               electronically and discussed in employee
Measures:                          7%     10%     20%               29%                    33%            1%    3.7     feedback sessions throughout the Department.
 Percent employees with      Q9. I receive recognition for a job well done.                                            Priorities and action plans will be charted at
  current performance               9%     13%            30%                  29%               19%      0%    3.4     the agency and divisional levels.
  expectations                                                                                                         Employee involvement is addressed through
                                 Never        Seldom         Occasionally         Usually         Always
                                                                                                                        the Strategic Business Plan Initiative, Agency
 Employee survey ratings
  on “productive                                                                                                        Communication. This quality team
  workplace” questions                                                                                                  recommended two strategies to improve
                                                                                                                        key communication processes: Provide
 Overtime usage                             Overall average score for Productive                                       Communication Training & Guidelines
                                                   Workplace Ratings: 3.9                                               and Update the Content of Intranet Pages.
 Sick leave usage

 Non-disciplinary                                                                                                     The resulting priorities from the 2007 DOR ESS
  grievances/appeals                                                                                                    process will provide a basis for developing a
  filed and disposition                                                                                                 Strategic Business Plan initiative in the next
  (outcomes)                                                                                                            planning cycle.

 Safety and Workers
  Compensation (TBD)        Data as of April 2006
                            Source: 2006 DOP Climate Survey Results
                                                                                                                                                                         10
                                                                                                                                                 Deploy Workforce
                                                                                                                                                                             Overtime Usage

                                                                   Average Overtime (per capita) *                                                                                                         Overtime Cost - Agency
Outcomes:                                            6                                                                                                                                 Jun-07        $2,949

                                                     5                                                                                                                                May-07                                $10,428

                                  Average OT Hours
Staff know job
                                                     4                                                                                                                                 Apr-07   $1,123
expectations, how they’re
                                                     3                                                                                                                                 Mar-07                 $5,735
doing, & are supported.
                                                     2                                                                                                                                 Feb-07                                         $20,618
Workplace is safe, gives
                                                                                                                                                                                       Jan-07   $1,062
capacity to perform,                                 1
                                                                                                                                                                                      Dec-06        $2,605
& fosters productive                                 0
                                                                    Aug-06

                                                                             Sep-06




                                                                                                                                                Apr-07
                                                                                                                                                                                       Nov-06
                                                                                      Oct-06
                                                          Jul-06




                                                                                               Nov-06

                                                                                                        Dec-06
                                                                                                                                                                                                         $3,443




                                                                                                                            Feb-07
                                                                                                                 Jan-07




                                                                                                                                                                    Jun-07
                                                                                                                                      Mar-07



                                                                                                                                                          May-07
relations. Employee
                                                                                                                                                                                       Oct-06   $1,206
time and talent is used
                                                                                                                                                                                      Sep-06       $2,308
effectively. Employees                                     Avg OT Hrs - Agency                                            Avg OT Hrs - Statewide
                                                                                                                                                                                      Aug-06              $3,920
are motivated.
                                                                                                                                                                                       Jul-06                      $7,367

                            Overall agency avg overtime usage – per capita, per month: 0.16**
Performance                 *Statewide overtime values do not include DNR
Measures:                   **Overall agency avg overtime usage – per capita, per month =                                                                                              Analysis:
                            sum of monthly OT averages divided by number of months
 Percent employees with                                                                                                                                                                The Department of Revenue’s overtime hours and
  current performance                                     % Employees Receiving Overtime *                                                                                               costs are significantly less than the statewide rates.
  expectations                                       35                                                                                                                                 DOR has analyzed its overtime use rates and
 Employee survey ratings                            30
                                                                                                                                                                                         determined that use of overtime allows the agency
                             Percent Employees




                                                     25
  on “productive                                     20
                                                                                                                                                                                         to manage peak workloads and achieve it’s business
  workplace” questions                               15                                                                                                                                  objectives while minimizing costs
                                                     10
 Overtime usage
                                                      5                                                                                                                                Action Steps:
 Sick leave usage                                    0
                                                                                                                                                                                        Based on our analysis, we believe our overtime hours
                                                                    Aug-06




                                                                                                                                               Apr-07
                                                                             Sep-06


                                                                                               Nov-06
                                                                                                        Dec-06
                                                                                      Oct-06




                                                                                                                 Jan-07
                                                                                                                           Feb-07




                                                                                                                                                         May-07
                                                                                                                                                                   Jun-07
                                                          Jul-06




                                                                                                                                     Mar-07




 Non-disciplinary                                                                                                                                                                       and costs are appropriate for DOR’s size and the
                                                          Pct EE's w/OT - Agency                                          Pct EE's w/OT - Statewide
  grievances/appeals                                                                                                                                                                     nature of its work. No targeted actions are planned
  filed and disposition                                                                                                                                                                  at this time, although we will continue to monitor
  (outcomes)                                                                                                                                                                             overtime usage.
                            Overall agency avg employees receiving overtime per month: 1.75%**
 Worker safety
                            *Statewide overtime values do not include DNR                                                                                                                  Data as of June 30, 2007
                            **Overall agency avg employees receiving overtime per month = sum                                                                                              Source: Agency information system
                            of monthly OT percentages divided by number of months                                                                                                                                                                 11
                                                                                                        Deploy Workforce
                                                                                                                                 Sick Leave Usage

                                                                                                                                                               Analysis:
Outcomes:                                                                Average Sick Leave Use                                                                 DOR per capita sick leave use continues to
                                        14                                                                                                                       mirror the statewide trend.
Staff know job                          13                                                                                                                      Sick leave usage rate in DOR for just those
expectations, how they’re               12                                                                                                                       employees who took sick leave continues to
doing, & are supported.                 11                                                                                                                       be below the statewide usage rate.
Workplace is safe, gives                10                                                                                                                     Action Steps:
capacity to perform,                     9
                                                                                                                                                                DOR continues to expand its wellness program.
& fosters productive                     8
                            Avg Hours




relations. Employee                                                                                                                                             Agency Wellness Committee participated in the
                                         7
                                                                                                                                                                 Tumwater Wellness Event at the Tumwater
time and talent is used                  6
                                                                                                                                                                 Farmer’s Market in August, 2007 which was well
effectively. Employees                   5
                                                                                                                                                                 attended by agency staff. DOR is participating in
are motivated.                           4                                                                                                                       the November, 2007, Tumwater Wellness Fair.
                                         3
                                                                                                                                                                DOR partnered with DOT to sponsor a biking
                                         2
                                                                                                                                                                 event in May, 2007, in which many employees
Performance                              1                                                                                                                       from both agencies participated enthusiastically.
Measures:                                0
                                                                                                                                                                DOR continues to strongly encourage employees
                                                                         Oct-06

                                                                                  Nov-06




                                                                                                                                          May-07
                                                                                                                        Mar-07
                                              Jul-06




                                                                                           Dec-06




                                                                                                                                 Apr-07
                                                       Aug-06

                                                                Sep-06




                                                                                                      Jan-07




                                                                                                                                                    Jun-07
                                                                                                               Feb-07
 Percent employees with                                                                                                                                         to complete the Health Risk Assessment as
  current performance                                                                                                                                            an education tool and the agency is progressing
  expectations                               Per capita SL use - Agency                                    Per capita SL use - Statewide
                                                                                                                                                                 well towards achieving the Governor’s
                                             Just those who took SL - Agency                               Just those who took SL - Statewide                    participation goal.
 Employee survey ratings                                                                                                                                       DOR will conduct an on-site flu shot clinic in
  on “productive                                                                                                                                                 November, 2007.
  workplace” questions
                             Sick Leave Hrs Used / Earned (per capita)
 Overtime usage
                             Avg Hrs SL Used (per                                 % of SL Hrs Earned (per                         Avg Hrs SL Used (per                % of SL Hrs Earned (per
 Sick leave usage           capita) - Agency                                     capita) - Agency                                capita) – Statewide*                capita) – Statewide*

 Non-disciplinary                             6.38 Hrs                                             82.89%                                         6.4 Hrs                     82.5%
  grievances/appeals         Sick Leave Hrs Used / Earned (those who took SL)
  filed and disposition
                             Avg Hrs SL Used (those                               % SL Hrs Earned (those                          Avg Hrs SL Used (those who          % SL Hrs Earned (those
  (outcomes)                 who took SL) - Agency                                who took SL) - Agency                           took SL) – Statewide*               who took SL) – Statewide*
 Worker safety                                10.09 Hrs                                        128.48%                                            11.9 Hrs                    148.4%

                             Sick Leave time period = July 2006 through June 2007                                                                  * Statewide data does not include DOL, DOR, L&I, and LCB
                                                                                                                                                                                                                     12
                                                                                                                                                   Source: DOR Leave System
                                                                                           Deploy Workforce
                                                                        Non-Disciplinary Grievances (represented employees)

                                                                                                                                                               Type of Non-Disciplinary Grievances
                                            Number of Non-Disciplinary Grievances Filed
Outcomes:                    30

Staff know job               25                                                                                                                              Other
                                                                                                                                                                                                 Work
expectations, how they’re                                                                                                                                    40.0%
                             20                                                                                                                                                                  Hours
doing, & are supported.
                                                                                                                                                                                                 40.0%
Workplace is safe, gives     15
capacity to perform,
& fosters productive         10
relations. Employee
                              5
time and talent is used             0         0        1        1         1        0        1        0        0        1        0        0
effectively. Employees        0
                                   Jul-06




                                                               Oct-06




                                                                                                    Feb-07
                                             Aug-06

                                                      Sep-06




                                                                         Nov-06

                                                                                  Dec-06

                                                                                           Jan-07




                                                                                                                                        Jun-07
                                                                                                                      Apr-07

                                                                                                                               May-07
                                                                                                             Mar-07
are motivated.

                                                                                                                                                                                 Leave
Performance                  Total Non-Disciplinary Grievances = [5]                                                                                                             20.0%
Measures:
                                                                                                                                                 Analysis:
 Percent employees with             Non-Disciplinary Grievance Disposition*
                                                                                                                                                  The Department of Revenue has a very low number
  current performance             (Outcomes determined during 7/1/06 through 6/30/07)
                                                                                                                                                   of non-disciplinary grievances.
  expectations
                             Three grievances (one training and two age discrimination)
 Employee survey ratings
                                                                                                                                                  The Department experienced a 69% reduction in
                              were settled at Step 3.
  on “productive                                                                                                                                   non-disciplinary grievances from FY06 to FY07.
                             One grievance (unsafe work environment) was withdrawn at
  workplace” questions                                                                                                                            The very low number of non-disciplinary grievances is
                              Step 2.
 Overtime usage
                                                                                                                                                   indicative of effective labor relations and contract
                             One grievance (performance evaluation) was resolved at                                                               administration.
 Sick leave usage            Step 1.
                                                                                                                                                 Action Steps:
 Non-disciplinary           One grievance (hours of work) was resolved at Step 2.
  grievances/appeals                                                                                                                              Continue educating supervisors and managers on
  filed and disposition                                                                                                                            effective employee and labor relations principles and
  (outcomes)                                                                                                                                       methods through the agency’s Supervisory HR Core
                             * There may not be a one-to-one correlation between the number of                                                     Competency Program.
 Safety and Workers         grievances filed (shown top of page) and the outcomes determined during
  Compensation (TBD)         this time period. The time lag between filing date and when a decision is                                           Data for 7/1/06 through 6/30/07
                             rendered can cross the time periods indicated.                                                                      Source: Agency Disciplinary Tracking Database
                                                                                                                                                                                                           13
                                                                 Deploy Workforce
                                                Non-Disciplinary Appeals (mostly non-represented employees)


Outcomes:
Staff know job                           Filings for DOP Director’s Review                    Filings with Personnel Resources Board
expectations, how they’re                 Time Period = 7/1/06 through 6/30/07                      Time Period = 7/1/06 through 6/30/07
doing, & are supported.
Workplace is safe, gives
capacity to perform,                0 Job classification                                      1 Job classification
& fosters productive
relations. Employee                 0 Rule violation                                          0 Other exceptions to Director Review
time and talent is used             0 Name removal from register                              0 Layoff
effectively. Employees
are motivated.                      0 Rejection of job application                            0 Disability separation
                                    0 Remedial action                                         0 Non-disciplinary separation
Performance
Measures:                           0 Total filings                                           1 Total filing
 Percent employees with                                                                      Non-Disciplinary appeals only are shown above.
  current performance
  expectations
                                   There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts
 Employee survey ratings          below. The time lag between filing date and when a decision is rendered can cross the time periods indicated.
  on “productive
  workplace” questions
                                        Director’s Review Outcomes                            PRB/PAB Outcomes
 Overtime usage

 Sick leave usage                      No Director’s review outcomes to report               No Personnel Resources Board outcomes to report

 Non-disciplinary                      Total outcomes = 0                                    Total outcomes = 0
  grievances/appeals
                                        Time Period = 7/1/06 through 6/30/07                  Time Period = 7/1/06 through 6/30/07
  filed and disposition
  (outcomes)
 Safety and Workers
  Compensation (TBD)
                            Source: Dept of Personnel                                                                                              14
                                                                              Deploy Workforce
                                                                                                      Worker Safety

                              Analysis:                                                                                         Action Plan:
Outcomes:                     • DOR is well-below the statewide average for worker                                              • DOR will continue to provide comprehensive ergonomic
                                injuries and worker’s compensation claims.                                                        assessments for employees as needed.
Staff know job
expectations, how they’re                                                                                                       • DOR conducted its second annual safety conference for all
                              • There were no injuries resulting in lost time or medical                                          agency safety coordinators.
doing, & are supported.         treatment in nearly half of the reported quarters.
Workplace is safe, gives                                                                                                        • Each DOR location has an active Safety Committee.
capacity to perform,          • DOR experienced an increase in carpal tunnel injuries                                           • Nearly 50% of DOR employees have completed the on-line
& fosters productive            in the second quarter of FY05.                                                                    Driver Safety course.
relations. Employee
time and talent is used     Allowed Annual                  10
                                                                                                                                                              A gency - To tal injuries resulting in L&I
effectively. Employees      Claims Rate*^:                  9                                                                                                 claim
are motivated.              Agency vs. All HR               8
                                                                                                                                                              HRM R - To tal injuries resulting in L&I
                            Management Report                7                                                                                                claim
                            (HRMR) agencies                 6
                                                                                                                                                              A gency - To tal injuries resulting in o nly
Performance                 *Annual claims rate              5                                                                                                medical treatment

Measures:                    is # claims / 100 FTE          4                                                                                                 HRM R - To tal injuries resulting in o nly
                                                            3                                                                                                 medical treatment
                             1 FTE = 2000 hours
 Percent employees with                                    2                                                                                                 A gency - Injuries resulting in lo st time and
                                                                                                                                                              medical treatment
  current performance       ^Due to natural lag              1


  expectations              in claim filing, rates          0
                                                                                                                                                              HRM R - Injuries resulting in lo st time and
                            are expected to                                                                                                                   medical treatment
                            increase significantly
 Employee survey ratings   over time                                                        S t a t e F is c a l Q ua rt e r
  on “productive
  workplace” questions                                                                                 Ex posure To
                                                                                                                                               Oiics
                                                                                                           Caustic                                     Oiics Description                               Percent   Number
 Overtime usage            Injuries by Occupational                              Highw ay
                                                                                                                                               Code
                            Injury and Illness                                                                          Repetitiv e Motion     21      Bodily Reaction                                  11%       7
                                                                                  Accident
 Sick leave usage          Classification (OIICS)                                                                                             34      Exposure To Caustic                                 3%     2
                                                                                                                            Struck Against
                            event:                                                                                                             13      Fall On Same Level                               11%       7
 Non-disciplinary          For fiscal period 2002Q3             Ov erex ertion                                                   Object
                                                                                                                                               41      Highway Accident                                    3%     2
  grievances/appeals        through 2007Q2                                                                               Fall On Same
                                                                                                                                               -       Misc                                             11%       7
  filed and disposition     (categories under 3% or not                                                                         Lev el
                                                                                                                                               22      Overexertion                                     35%       23
  (outcomes)                 adequately coded are grouped
                            into 'misc.')                                                                                                      23      Repetitive Motion                                   5%     3
 Worker Safety                                                                                                     Bodily Reaction            01      Struck Against Object                               9%     6
                                                                  Struck By Object                                                             02      Struck By Object                                 12%       8
                                                                                                      Misc
                            Source: Labor & Industries, Research and Data Services (data as of 09/03/2007 )                                                                                                            15
                                                                       Develop Workforce
                                                                            Individual Development Plans

                             Percent employees with current individual                                          Analysis:
Outcomes:                    development plans = 90.6%*                                                          There was a decline in the rate of completion
                                                                                                                  for Individual Development Plans from 97.2%
A learning environment is
                                                                                                                  to 90.6% between FY06 and FY07.
created. Employees are       Total # of employees with current IDPs* = 887**
engaged in professional                                                                                          DOR’s supervisory turnover of 11.9% in FY07
                             Total # of employees* = 979**                                                        may have contributed to the decline in the rate
development and seek to
learn. Employees have        *Applies to employees in permanent positions, both WMS & GS                          of completion.
competencies needed for      **Represents total number of employees with performance evaluations due between    Action Steps:
present job and future       7/1/06 to 6/30/07                                                                   DOR will continue to provide guidance and
advancement.                                                                                                      training to managers and supervisors in the
                                  Pe rce nt Em ploye e s w ith Curre nt Individual De ve lopm e nt Plans FY06     production and administration of individual
                                                                 and FY07
                                                                                                                  development plans.
                             100%
                              90%                 97.2%                                                          The annual DOR management meeting in
                              80%                                                        90.6%                    November, 2007, will include performance
Performance                   70%
                                                                                                                  management training for supervisors and
Measures:                     60%
                              50%                                                                                 managers, including the production of
 Percent employees                                FY06                                    FY07                   individual development plans.
  with current individual                                                                                        DOR is moving its New Supervisor Orientation
  development plans                                                                                               to an on-line version, allowing immediate
                             Employee Survey “Learning & Development” Ratings                                     access for new supervisors to its performance
 Employee survey                                                                                                 management training. This tool will also be
  ratings on “learning &      Q5. I have opportunities at work to learn and grow.                        Avg
                                                                                                                  available for current supervisors and
                                     7%   10%     20%           29%                33%            1%
  development” questions                                                                                 3.8      managers for refresher training.
 Competency gap              Q8. My supervisor gives me ongoing feedback that helps me                          DOR will continue to monitor the completion
  analysis (TBD)                  improve my performance.                                                         of individual development plans and provide
                                      5% 8%      21%             33%                 32%           0%    3.7      assistance to managers and supervisors.
                                                                                                                 The DOP Climate Survey was included in the
                             Overall average score for Learning & Development Ratings: 3.8                        recently-administered 2007 DOR Employee
                                                                                                                  Satisfaction Survey.
                            Individual Development Plans: Data as of June 30, 2007
                                        Source: Agency Performance Evaluation Tracking System
                            Employee Survey: Data as of April 2006
                                        Source: 2006 DOP Climate Survey Results
                                                                                                                                                                16
                                                                    Reinforce Performance
                                                                              Current Performance Evaluations


                                     Percent employees with current performance                                  Analysis:
Outcomes:
                                     evaluations = 98.3%*                                                         Completion rate for this measure dropped
Employees know how                                                                                                 slightly from the 100% reported for FY06.
their performance
contributes to the goals of          Total # of employees with current performance evaluations*                   Supervisory turnover rate of 11% in FY07
the organization. Strong             = 961**                                                                       may have affected results.
performance is rewarded;                                                                                         Action Steps:
poor performance is                  Total # of employees* = 979**
eliminated. Successful                                                                                            All divisions are taking proactive measures
                                     *Applies to employees in permanent positions, both WMS & GS
performance is                                                                                                     to ensure completion of evaluations.
differentiated and                   **Represents total number of WMS and GS employees with performance           DOR will continue to provide consultation
strengthened. Employees              evaluations due between 7/1/06 to 6/30/07.                                    and training for managers and supervisors.
are held accountable.
                                                                                                                  DOR will continue to send out regular
                                                                                                                   reminders to supervisors of evaluation due
Performance                                                                                                        dates.
Measures:                                 Percent Employees with Current Performance Evaluations FY06 and FY07    The annual DOR management meeting
                                                    100.0%                                    98.3%
 Percent employees with      100%                                                                                 scheduled for November, 2007, will provide
                              90%                                                                                  supervisors and managers with training
  current performance         80%
                                                                                                                   regarding the performance management
  evaluations                 70%

                              60%
                                                                                                                   process.
 Employee survey ratings     50%
                                                                                                                  DOR is converting its New Supervisor
  on “performance and                                FY06                                    FY07
                                                                                                                   Orientation to an on-line version, allowing
  accountability” questions                                                                                        immediate access for new supervisors to its
                                                                                                                   performance management training. This tool
 Disciplinary actions and
                                                                                                                   will also be available for current supervisors
  reasons, disciplinary
                                                                                                                   and managers for refresher training.
  grievances/appeals
  filed and disposition
  (outcomes)
 Reward and recognition
  practices (TBD)                     Data as of June 30, 2007
                                      Source: Agency Performance Evaluation Tracking System
                                                                                                                                                                    17
                                                                Reinforce Performance
                                                   Employee Survey “Performance & Accountability” Ratings

                                                                                                                Analysis
Outcomes:                                                                                                Avg
                                                                                                                • Employee Recognition Awards System (web-
Employees know how            Q3. I know how my work contributes to the goals of my agency.                       based nomination system launched in 2007)
their performance                 4%
                                 2% 7%           39%                        48%                 0%        4.3     streamlined and automated multiple manual
contributes to the goals of   Q10. My performance evaluation provides me with meaningful                          processes, increased communication, and
the organization. Strong      information about my performance.                                                   received positive and appreciative feedback.
performance is rewarded;
poor performance is              8%   13%       20%              37%                20%         3%        3.5   • 2007 process improvement exercises by the
eliminated. Successful        Q11. My supervisor holds me and my co-workers accountable for                       Employee Recognition Awards Committee
performance is                performance.                                                                        indicated that recognition ceremonies and
differentiated and                                                                                                awards should be more coordinated between
                                  3%
                                 3% 9%            39%                       45%                 1%        4.2
strengthened. Employees                                                                                           divisions and agency and potentially
are held accountable.         Q9. I receive recognition for a job well done.                                      combined.

                                 9%   13%          30%               29%              19%       0%        3.4   • 2006 Agency Self-Assessment revealed
Performance                                                                                                       that employees felt there was inadequate
Measures:                         Never      Seldom       Occasionally        Usually      Always            recognition for their increased workload.
 Percent employees with
  current performance           Overall average score for “Performance &                                        Action Steps:

  evaluations                   Accountability” ratings: 3.8                                                     Employee Recognition Awards System
                                                                                                                  continues refinement in preparation for the
 Employee survey ratings                                                                                         next awards cycle. DOR’s extensive
  on “performance and                                                                                             marketing campaign will be replicated on a
  accountability” questions                                                                                       smaller scale and on an annual basis.
 Disciplinary actions and                                                                                       Annual agency recognition ceremonies are a
  reasons, disciplinary                                                                                           current topic of discussion and evaluation
  grievances/appeals                                                                                              from an interagency, systemic perspective.
                                                                                                                  Though the 2007 recognition process will
  filed and disposition
                                                                                                                  remain largely unchanged, the celebration
  (outcomes)
                                                                                                                  events will be analyzed from a risk
 Reward and recognition                                                                                          management framework and adapted as
  practices (TBD)              Data as of April 2006                                                              recommended.
                               Source: 2006 DOP Climate Survey Results
                                                                                                                                                                 18
                                                              Reinforce Performance
                                                                              Formal Disciplinary Actions

                                                 Disciplinary Action Taken                            Analysis:
Outcomes:
                                            Time period = 7/1/06 through 6/30/07                       The Department of Revenue had eight
Employees know how                                                                                      formal disciplinary actions during this
their performance                                                                                       reporting period.
contributes to the goals of         Resignation in Lieu
                                          of Dismissal
                                                                          2                            Formal disciplinary actions represent
the organization. Strong
                                                                                                        0.8% of the total permanent employee
performance is rewarded;
                                             Dismissal                               3                  count (June 2007).
poor performance is
eliminated. Successful                                                                                 The Department of Revenue has a
performance is                             Suspension             1                                     very low number of formal disciplinary
differentiated and                                                                                      actions.
strengthened. Employees              Written Reprimand                    2                           Action Steps:
are held accountable.
                                                          0   1       2          3       4      5      Continue to provide supervisors
                                                                                                        and managers with training for Just
Performance                                                                                             Cause Disciplinary Actions, Collective
Measures:                           * Reduction in Pay is not currently available in HRMS/BW.           Bargaining and Labor Relations, and
                                                                                                        other HR Core Competencies.
 Percent employees with
  current performance
  evaluations                              Issues Leading to Disciplinary Action
 Employee survey ratings      Violation of secrecy clause
  on “performance and          Failure to follow work expectations
  accountability” questions
                               Misuse of state resources
 Disciplinary actions and
                               Falsifying reports
  reasons, disciplinary
  grievances/appeals           Failure to report to work
  filed and disposition        Failure to perform and misuse of agency resources
  (outcomes)
                               Misuse of state resources and absenteeism
 Reward and recognition
  practices (TBD)             Data as of 6/30/07
                              Source: HRMS/Business Warehouse and Agency tracking                                                                 19
                                                                                     Reinforce Performance
                                                                                                    Disciplinary Grievances and Appeals

                                                                                                                                                                  Disciplinary Appeals
Outcomes:                                                        Disciplinary Grievances                                                                     (Non-Represented Employees
                              20                                (Represented Employees)                                                                 filed with Personnel Resources Board)
Employees know how            18
their performance             16                                                                                                                          Time Period = 7/1/06 through 6/30/07
contributes to the goals of   14
the organization. Strong      12
                              10                                                                                                                 0 Dismissal
performance is rewarded;
                               8
poor performance is            6                                                                                                                 0 Demotion
eliminated. Successful         4                        2                                                                                        0 Suspension
performance is                 2                                                                                       1
                                      0        0                 0        0        0
differentiated and             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
strengthened. Employees
are held accountable.
                                   Total # Disciplinary Grievances Filed: [3]                                                                    0 Total Disciplinary Appeals Filed with PRB

Performance
Measures:                                 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.
 Percent employees with
  current performance
  evaluations                      Disposition (Outcomes) of Disciplinary Grievances
                                                                                                                                                  Disposition (Outcomes) of Disciplinary Appeals*
 Employee survey ratings                        Time period = 7/1/06 through 6/30/07
                                                                                                                                                        Time period = 7/1/06 through 6/30/07
  on “performance and          Two disciplinary grievances were resolved at Step 2.
  accountability” questions
                               One disciplinary grievance reached impasse at PARM.
 Disciplinary actions and      No demand for arbitration.
                                                                                                                                                         No appeals reported during
  reasons, disciplinary                                                                                                                                       this time period
                               One disciplinary grievance was settled at Step 3.
  grievances/appeals
                               One disciplinary grievance with a Step 3 response                                                                  *Outcomes issues by Personnel Resources Board
  filed and disposition
  (outcomes)                    issued (awaiting PARM).

 Reward and recognition
                                   Data from 7/1/06 to 6/30/07
  practices (TBD)
                                   Source: Agency Disciplinary Tracking System
                                                                                                                                                                                                    20
                                                                      Ultimate Outcomes
                                                         Employee Survey “Employee Commitment” Ratings


                                                                                                             Avg   Analysis:
Ultimate Outcomes:
                               Q3. I know how my work contributes to the goals of my agency.
                                                                                                                    Aligning with the priorities from the
 Employees are                     2%7%
                                     4%            39%                  48%              0%                  4.3
                                                                                                                     2006 Agency Self-Assessment,
  committed to the work
                               Q12. I know how my agency measures its success.                                       DOR is committed to improving
  they do and the goals
                                                                                                                     communication about performance
  of the organization               6%7%     20%             40%                26%      1%                  3.7
                                                                                                                     measures and the agency’s vision,
                               Q9. I receive recognition for a job well done.                                        mission and values.
 Successful, productive
  employees are retained            9%      13%            30%             29%                19%    0%      3.4    In November, 2007, DOR will
                                                                                                                     become the first Executive Cabinet
 The state has the                                                                                                  agency to apply for the full Baldrige
  workforce breadth and            Never        Seldom        Occasionally        Usually      Always           examination through the
  depth needed for                                                                                                   Washington State Quality Award,
  present and future                                                                                                 focusing sharply upon how
  success                                                                                                            employees’ work contributes
                                                                                                                     to the goals and success of
                                 Overall average score for Employee Commitment ratings: 3.8                          the organization.
Performance
Measures:
                             Action Steps:
 Employee survey ratings
  on “commitment”             Series of seven intranet articles highlight each of the agency goals throughout FY07. These communications are sent
  questions                    by the Director, specifically tying individual and group contributions to agency outcomes and measures of success.
                              Internal GMAP sessions focus on divisional health and accountability by utilizing the Dashboard format. GMAP
 Turnover rates and types     continues to cascade into the Agency through divisional management meetings and processes, the annual Operations
                               Team Meeting GMAP forum, and extensive communication on the GMAP Intranet page. Individual employees can see
 Turnover rate: key           a stronger reflection of their work in the GMAP process.
  occupational categories
                              The annual, agency-wide Employee Recognition Awards program continues to implement a significant series
 Workforce diversity          of improvements, achieving a record number of nominations submitted and a marked increase in quality.
  profile

 Retention measure          Data as of April 2006
  (TBD)                      Source: 2006 DOP Climate Survey Results
                                                                                                                                                             21
                                                                Ultimate Outcomes
                                                                                   Turnover Rates

                                                                                                Analysis:
                                                       Total % Turnover
Ultimate Outcomes:                                                                               Turnover includes ”transfer out” actions to other
                                                  Time Period: 7/1/06 – 6/30/07
                                                                    Retirement                    state agencies.
 Employees are
                                                                      1.2%
  committed to the work                                                                          Breakdown of the 131 turnover actions include
  they do and the goals            Transfer Out                                                   34 transfers out of the agency, 3 dismissals, 1
  of the organization                 3.3%                                                        disability separation, 5 probationary separations,
                                                                                                  73 resignations, 12 retirements, and 3 in the “other”
                                                                                                  category occurring during this reporting period.
 Successful, productive
  employees are retained                                                                        Action Steps:
                                                                                                 An agency-wide Succession Planning Committee
 The state has the                                                                               has identified necessary strategies and steps for
  workforce breadth and                                                                           employee development, which will include mission
                                Other
  depth needed for                                                                                critical and key roles in DOR.
                                0.3%
  present and future                                                                             DOR will continue to collaborate with other state
  success                                                                                         agencies to identify potential opportunities to
                                Dismissal                                                         improve retention. DOR had a lead role in
                                  0.8%                                            Resignation     producing a report for the Governor with
Performance                                                                          7.1%         recommendations for reducing turnover and
Measures:                                                                                         retaining employees.

 Employee survey ratings                                                                        DOR will continue to gather and assess data
  on “commitment”              Total Turnover Actions: 131                                        collected through the agency’s standardized
                                                                                                  agency exit survey (deployed in 2007) and direct
  questions                    Total % Turnover: 12.7%
                                                                                                  resources to address areas of high turnover.
                               Turnover percentages based on 1,029 permanent                     An agency-wide action committee was formed in
 Turnover rates and types
                               employee count 6/30/07                                             2006 and is currently working to identify retention
 Turnover rate: key
                                                                                                  opportunities and strategies.
  occupational categories                                                                        Over 130 candidates attended the agency’s on-site
                                                                                                  Career Open House, which resulted in 9 new hires.
 Workforce diversity                                                                             Another Career Open House is scheduled for
  profile                                                                                         November 28, 2007.
                                                                                                 The Human Resource Division Recruitment Unit is
 Retention measure          Data as of 6/30/07                                                   scheduled to attend 15 recruitment fair events for
                             Source: HRMS Business Warehouse (DOP)                                Fall/Winter 2007.
  (TBD)
                             and Agency Turnover Tracking System
                                                                                                                                                          22
                                                                                                              Ultimate Outcomes
                                                                                                                           Workforce Diversity Profile

                                                                                                        Agency                                    State
Ultimate Outcomes:           Female                                                                        57%                                     53%
                             Disabled                                                                       5%                                      5%
 Employees are              Vietnam Vet                                                                    5%                                      7%
  committed to the work      Disabled Vet                                                                   2%                                      2%
  they do and the goals      People of color                                                               18%                                     18%
  of the organization        Persons over 40                                                               68%                                     75%

 Successful, productive                                                    Diversity Profile by Ethnicity - Agency
  employees are retained
                                                         90                                                                   82
                                                         80
 The state has the
                                                         70
  workforce breadth and
                                       % Employees




                                                         60
  depth needed for                                       50
  present and future                                     40

  success                                                30
                                                                                                                                                          Analysis:
                                                         20
                                                                                                                  9                                          The recruitment of Vietnam-era veterans
                                                         10         5                   3               1                                 0                   remains a challenge.
                                                          0
Performance
                                                                                                   American




                                                                                                                            Caucasian
                                                                                                                                                          
                                                                  % Black




                                                                                                                                         % Other
                                                                                     % Hispanic


                                                                                                   % Native


                                                                                                               % Asian /


                                                                                                                                                              DOR has increased its representation of
                                                                                                                Islander
                                                                                                                 Pacific


Measures:                                                                                                                      %                              disabled veterans during this reporting period.
 Employee survey ratings                                                                                                                                    DOR’s strong support of equal opportunity for
  on “commitment”                                                       Diversity Profile by Ethnicity - Statewide                                            women continues to be reflected in its higher
  questions                                                                                                                                                   percentage of women in its workforce compared
                                               90                                                                            82                               to the state average.
                                               80
 Turnover rates and types                     70
                                               60
                                                                                                                                                          Action Steps:
                                 % Employees




 Turnover rate: key
                                               50
                                                                                                                                                             DOR’s Diversity Program Committee is
                                               40
  occupational categories                                                                                                                                     developing a comprehensive program to
                                               30
                                                                                                                                                              encourage diversity, cultural competency
                                               20
                                                                                                                 7                                            and the long-term retention of a highly
 Workforce diversity                          10              5                  5                 2                                    0
                                                     0
                                                                                                                                                              qualified, diverse workforce.
  profile
                                                                                                  American




                                                                                                                           Caucasian
                                                              % Black




                                                                                                                                        % Other
                                                                                                  % Native
                                                                                % Hispanic




                                                                                                              % Asian /




                                                                                                                                                          
                                                                                                               Islander




                                                                                                                                                              DOR expanded its recruitment and outreach
                                                                                                                Pacific


                                                                                                                              %




 Retention measure                                                                                                                                           efforts targeted at the employment of veterans,
                                                                                                                                                              disabled veterans, and persons of disability in
  (TBD)                          Data as of June 30, 2007                                                                                                     state government.
                                 Source: DOP Business Warehouse                                                                                                                                                 23

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:13
posted:7/31/2011
language:English
pages:23