[ppt]human resource management report template · web view2011/10/10 · title human...
TRANSCRIPT
State of Washington[Enter Agency Name]
Human ResourceManagement Report
Develop Workforce
Reinforce Performance
Deploy Workforce
Plan & Align Workforce
Hire Workforce
October 2009[Note: This is the standard format provided by DOP as of 7/23/09. Agencies may customize or supplement this format to meet unique needs, as long as the minimum information shown in this format is included.]
[Enter Agency Name]
2
Plan & Align Workforce
DeployWorkforce
Develop Workforce
HireWorkforce
Reinforce Performance
Articulation of managers HRM accountabilities. HR policies. Workforce planning. Job classes & salaries assigned.
Qualified candidate pools, interviews & reference checks. Job offers. Appts & per-formance monitoring.
Work assignments& requirements defined. Positive workplace environment created. Coaching, feedback, corrections.
Individual development plans. Time/ resources for training. Continuous learning environment created.
Clear performance expectations linked to orgn’al goals & measures. Regular performance appraisals. Recognition. Discipline.
Managers understand HRM accountabilities. Jobs, staffing levels, & competencies aligned with agency priorities.
Best candidate hired & reviewed during appointment period. Successful performers retained.
Workplace is safe, gives capacity to perform, & fosters productive relations. Staff know job rqmts, how they’re doing, & are supported.
Learning environment created. Employees are engaged in develop-ment opportunities & seek to learn.
Employees know how performance contributes to success of orgn. Strong performance rewarded; poor performance eliminated
Foundation is in place
to build and sustain a
productive, high
performing workforce.
The right people are in the right job at the right time.
Time & talent is used effectively. Employees are motivated & productive.
Employees have competencies for present job & career advancement
Successful perf is differentiated & strengthened. Employees are held accountable.
Employees are committed to the work they do & the goals of the organization
Productive, successful employees are retained
State has workforce depth & breadth needed for present and future success
Agencies are better enabled to successfully carry out their mission. The citizens receive efficient government services.
Outputs Initial Outcomes Intermediate Outcomes
Ultimate Outcomes
Managers’ Logic Model for Workforce Management
3
Performance Measure Status Action Priority e
Comments
PLAN & ALIGN WORKFORCEManagement profile a [X.X%] = “Managers”; [X.X%] = WMS only WMS control point = [X.X%]% employees with current position/competency descriptions b [X.X%]HIRE WORKFORCEAverage Time to Hire Funded Vacancies c [X.X] avg days to hire (of [XX] vacancies filled)Candidate quality ratings c [X.X%] cand. interviewed had competencies needed
[X.X%] mgrs said they were able to hire best candidate
Hiring balance (% types of appointments) c [XX%] promo; [XX%] new hires; [XX%] transfers; [XX%] exempts; [XX%] otherNumber of separations during post-hire review period c [XX]
DEPLOY WORKFORCEPercent employees with current performance expectations b [X.X%]Overtime usage: (monthly average) c [X.X] hours (per capita); [X.X%] of EEs receiving OTSick leave usage: (monthly average) c [X.X] hours (per capita)# of non-disciplinary grievances c [XX] grievances# of non-disciplinary appeals & Dir’s Reviews filed c [XX] appeals, [XX] Director’s ReviewsDEVELOP WORKFORCEPercent employees with current individual training plans b [X.X%]REINFORCE PERFORMANCEPercent employees with current performance evaluations b [X.X%]Number of formal disciplinary actions taken c [XX]Number of disciplinary grievances and appeals filed c [XX] grievances; [XX] appealsULTIMATE OUTCOMESTurnover percentages (leaving state service) c [X.X%]Diversity Profile a [XX%] female; [XX%] people of color; [XX%] 40+;
[XX%] with disabilitiesEmployee survey overall average rating d [X.X], [XX] survey responsesa) Data as of 6/30/09b) Data as of 6/30/09 or agency may use more current date (if so, please note in the “Comments” section)c) Data from 7/1/08 through 6/30/09d) Data as of November 2007 State Employee Surveye) Action Priority: H=High, M=Medium, L=Low For those measures that have Action Steps
Executive Summary [Enter Agency Name]
[Enter Agency Name]
4
Washington Management ServiceHeadcount Trend
00000111111
Jul-0
8
Aug
-08
Sep
-08
Oct
-08
Nov
-08
Dec
-08
Jan-
09
Feb-
09
Mar
-09
Apr
-09
May
-09
Jun-
09
# W
MS
Em
ploy
ees
(Hea
dcou
nt)
Plan & Align Workforce
Outcomes:
Managers understand
workforce management
accountabilities. Jobs and
competencies are defined
and aligned with business
priorities. Overall
foundation is in place to
build & sustain a high
performing workforce.
Performance Measures:Management profile
Workforce Planning measure (TBD)
Percent employees with current position/ competency descriptions
Management
25%
Consultant25%
Policy25%
Not assigned
25%
Management [xxx]Consultant [xxx]Policy [xxx]Not Assigned [xxx]
Analysis: WMS Control Point: [XXX] [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
[SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA]
WMS Employees Headcount = [xxx]
Percent of agency workforce that is WMS = [xx]%
All Managers* Headcount = [xxx]
Percent of agency workforce that is Managers* = [xx]%
* In positions coded as “Manager” (includes EMS, WMS, and GS)
Management Profile
WMS Management Type
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
[USE OF THIS CHART IS OPTIONAL]
Data as of [mm/yy]Source: [Enter Data Source]
Data Time Period: [mm/yy] through [mm/yy]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
5
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Plan & Align Workforce
Outcomes:
Managers understand
workforce management
accountabilities. Jobs and
competencies are defined
and aligned with business
priorities. Overall
foundation is in place to
build & sustain a high
performing workforce.
Performance Measures:Management profile
Workforce Planning measure (TBD)
Percent employees with current position/ competency descriptions
Percent employees with current position/competency descriptions = [XX]%*
Current Position/Competency Descriptions
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
6
Hire Workforce
Outcomes:
Best candidates are hired
and reviewed during
appointment period. The
right people are in the right
job at the right time.
Performance MeasuresTime-to-hire vacancies
Candidate quality
Hiring Balance (proportion of appointment types)
Separation during review period
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Time-to-Hire Funded Vacancies
Average number of days to hire*: [XXX]
Number of vacancies filled: [XXX]
*Equals # of days from the date the hiring supervisor informs the agency HR Office to start the process to fill the position, to the date the job offer is accepted.
Candidate Quality
Of the candidates interviewed for vacancies, how many had the competencies (knowledge, skills & abilities) needed to perform the job?
Number = [XXX] Percentage = [XXX]%
Of the candidates interviewed, were hiring managers able to hire the best candidate for the job?
Hiring managers indicating “yes”:
Number = [XXX] Percentage = [XXX]%
Hiring managers indicating “no”:
Number = [XXX] Percentage = [XXX]%
Time-to-Hire / Candidate Quality
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
7
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Total number of appointments = [XXX]*Includes appointments to permanent vacant positions only; excludes reassignments“Other” = Demotions, re-employment, reversion & RIF appointments
Separation During Review PeriodProbationary separations - Voluntary [xxx]Probationary separations - Involuntary [xxx]
Total Probationary Separations [xxx]
Trial Service separations - Voluntary [xxx]Trial Service separations - Involuntary [xxx]
Total Trial Service Separations [xxx]
Total Separations During Review Period [xxx]
Hire Workforce
Outcomes:
Best candidates are hired
and reviewed during
appointment period. The
right people are in the right
job at the right time.
Performance MeasuresTime-to-hire vacancies
Candidate quality
Hiring Balance (proportion of appointment types)
Separation during review period
Types of Appointments
Other20%
New Hires20%
Promotions20%
Transfers20%
Exempt20%
Hiring Balance / Separations During Review Period
[SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA]
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
8
Deploy Workforce
Outcomes:
Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.
Performance Measures Percent employees with current performance expectations
Overtime usage
Sick leave usage
Non-disciplinary grievances/appeals filed and disposition (outcomes)
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Percent employees with current performance expectations = [XXX]%*
Current Performance Expectations
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
9
Overtime Cost - Agency
Jul-08
Aug-08
Sep-08
Oct-08
Nov-08
Dec-08
Jan-09
Feb-09
Mar-09
Apr-09
May-09
Jun-09
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Average Overtime (per capita) *
0
1
2
3
4
5
Jul-0
8
Aug-
08
Sep-
08
Oct
-08
Nov-
08
Dec-
08
Jan-
09
Feb-
09
Mar
-09
Apr-0
9
May
-09
Jun-
09
Aver
age
OT
Hour
s
Avg OT Hrs - Agency Avg OT Hrs - Statewide
% Employees Receiving Overtime *
0%
5%
10%
15%
20%
25%
Jul-0
8
Aug-
08
Sep-
08
Oct
-08
Nov-
08
Dec-
08
Jan-
09
Feb-
09
Mar
-09
Apr-0
9
May
-09
Jun-
09
Perc
ent E
mpl
oyee
s
Pct EE's w/OT - Agency Pct EE's w/OT - Statewide
Overtime UsageDeploy Workforce
Outcomes:
Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.
Performance Measures Percent employees with current performance expectations
Overtime usage
Sick leave usage
Non-disciplinary grievances/appeals filed and disposition (outcomes)
Overall agency avg overtime usage – per capita, per month: [XXX]**
Overall agency avg employees receiving overtime per month: [XXX]%**
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
**Overall agency avg overtime usage – per capita, per month = sum of monthly OT averages / # months
**Overall agency avg employees receiving overtime per month = sum of monthly OT percentages / # months
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
*Statewide overtime values do not include DNR
[Enter Agency Name]
10
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Average Sick Leave Use
0
1
2
3
4
5
6
7
8
9
Jul-0
8
Aug-
08
Sep-
08
Oct
-08
Nov-
08
Dec-
08
Jan-
09
Feb-
09
Mar
-09
Apr-0
9
May
-09
Jun-
09
Avg
Hour
s
Per capita SL use - Agency Per capita SL use - Statewide*
Sick Leave Hrs Used / Sick Leave Balance (per capita)
* Statewide data does not include DOL, DOR, L&I, and LCB
Sick Leave UsageDeploy Workforce
Outcomes:
Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.
Performance Measures Percent employees with current performance expectations
Overtime usage
Sick leave usage
Non-disciplinary grievances/appeals filed and disposition (outcomes)
Avg Hrs SL Used (per capita) - Agency
Avg SL Balance (per capita) - Agency
[XX] Hrs [XX] Hrs
Avg Hrs SL Used (per capita) – Statewide*
Avg SL Balance (per capita) – Statewide*
6.4 Hrs 240.2 Hrs
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
11
Number of Non-Disciplinary Grievances Filed
0
5
10
15
20
25
30
Jul-0
8
Aug-
08
Sep-
08
Oct
-08
Nov-
08
Dec-
08
Jan-
09
Feb-
09
Mar
-09
Apr-0
9
May
-09
Jun-
09
Non-Disciplinary Grievances (represented employees)
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
Non-Disciplinary Grievance Disposition*(Outcomes determined during time period listed below)
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
* There may not be a one-to-one correlation between the number of grievances filed (shown top of page) and the outcomes determined during this time period. The time lag between filing date and when a decision is rendered can cross the time periods indicated.
Deploy Workforce
Outcomes:
Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.
Performance Measures Percent employees with current performance expectations
Overtime usage
Sick leave usage
Non-disciplinary grievances/appeals filed and disposition (outcomes)
Top 5 Non-Disciplinary Grievance Types (i.e., Compensation, Overtime, Leave, etc)
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Total Non-Disciplinary Grievances = [XX]
Grievance Type#
Grievances
1. [XX] [XX]
2. [XX] [XX]
3. [XX] [XX]
4. [XX] [XX]
5. [XX] [XX]
Agency Priority: [High/Medium/Low]
Non-Disciplinary Appeals (mostly non-represented employees)
Director's Review Outcomes
Affirmed20%
Modified20%
No jurisdiction
20%
Reversed20%
Withdrawn20%
Personnel Resources Board Outcomes
Affirmed16%
Modified17%
Remanded17%
Reversed16%
Withdrawn17%
Dismissed17%
Filings for DOP Director’s Review
[XX] Job classification
[XX] Rule violation
[XX] Name removal from Layoff List
[XX] Exam results or name removal from applicant/candidate pool, if DOP did assessment
[XX] Remedial action
[XX] Total filings
Filings with Personnel Resources Board
[XX] Job classification
[XX] Other exceptions to Director Review
[XX] Layoff
[XX] Disability separation
[XX] Non-disciplinary separation
[XX] Total filings
Non-Disciplinary appeals only are shown above.
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.
Deploy Workforce
Outcomes:
Staff know job
expectations, how they’re
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.
Performance Measures Percent employees with current performance expectations
Overtime usage
Sick leave usage
Non-disciplinary grievances/appeals filed and disposition (outcomes)
[SAMPLE DATA ONLY. DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
Data Time Period: [mm/yy] through [mm/yy]Source: Department of Personnel
Total outcomes = [XX]Total outcomes = [XX]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
13
Develop Workforce
Outcomes:
A learning environment is
created. Employees are
engaged in professional
development and seek to
learn. Employees have
competencies needed for
present job and future
advancement.
Performance Measures Percent employees with current individual development plans
Competency gap analysis (TBD)
Analysis: [XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Percent employees with current individual development plans = [XX]%*
Individual Development Plans
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
14
Reinforce Performance
Outcomes:
Employees know how their
performance contributes to
the goals of the
organization. Strong
performance is rewarded;
poor performance is
eliminated. Successful
performance is differentiated
and strengthened.
Employees are held
accountable.
Performance Measures Percent employees with current performance evaluations
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
Reward and recognition practices (TBD)
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Percent employees with current performance evaluations = [XX]%*
Current Performance Evaluations
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
15
Formal Disciplinary Actions
Issues Leading to Disciplinary Action [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
Disciplinary Action Taken
* Reduction in Pay is not currently available as an action in HRMS/BI.
Action Type # of Actions
Dismissals [XXX]
Demotions [XXX]
Suspensions [XXX]
Reduction in Pay* [XXX]
Total Disciplinary Actions* [XXX]
Reinforce Performance
Outcomes:
Employees know how their
performance contributes to
the goals of the
organization. Strong
performance is rewarded;
poor performance is
eliminated. Successful
performance is differentiated
and strengthened.
Employees are held
accountable.
Performance Measures Percent employees with current performance evaluations
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
Reward and recognition practices (TBD)
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
16
Disciplinary Grievances(Represented Employees)
Affirmed16%
Reversed16%
Modified17%
Dismissed17%
Remanded17%
Withdrawn17%
02468
101214161820
Jul-0
7
Aug-
07
Sep-
07
Oct
-07
Nov-
07
Dec-
07
Jan-
08
Feb-
08
Mar
-08
Apr-0
8
May
-08
Jun-
08
Disposition (Outcomes) of Disciplinary Grievances
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Total # Disciplinary Grievances Filed: [XX]
Disposition (Outcomes) of Disciplinary Appeals*
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.
Disciplinary Grievances and Appeals
Disciplinary Appeals(Non-Represented Employees
filed with Personnel Resources Board)
[XX] Dismissal
[XX] Demotion
[XX] Suspension
[XX] Reduction in salary
[XX] Total Disciplinary Appeals Filed with PRB
Reinforce Performance
Outcomes:
Employees know how their
performance contributes to
the goals of the
organization. Strong
performance is rewarded;
poor performance is
eliminated. Successful
performance is differentiated
and strengthened.
Employees are held
accountable.
Performance Measures Percent employees with current performance evaluations
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
Reward and recognition practices (TBD)
*Outcomes issued by Personnel Resources Board
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
[SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA]
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
17
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Data Time Period: [mm/yy] through [mm/yy]Source: [Enter Data Source]
Note: Movement to another agency is currently not available in HRMS/BI
Turnover Rates
Total Turnover Actions: [xx]Total % Turnover: [xx]%
ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization
Successful, productive employees are retained
The state has the workforce breadth and depth needed for present and future success
Performance Measures Turnover rate: key occupational categories
Workforce Diversity Profile
Employee Survey Information
Retention measure (TBD)
0.0%
20.0%
40.0%
60.0%
80.0%
100.0%
120.0%
Retirement Resignation Dismissal Other
Total % Turnover (leaving state)
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
18
Percent Age Distribution
% <
15
% 1
5-19
% 2
0-24
% 2
5-29
% 3
0-34
% 3
5-39
%40
-44
% 4
5-49
% 5
0-54
% 5
5-59
% 6
0-64
% 6
5 +
% E
mpl
oyee
s
All Employees (including WMS) WMS Employees Only
Agency StateFemale [xx]% 53%Persons w/Disabilities [xx]% 4%Vietnam Era Veterans [xx]% 6%Veterans w/Disabilities [xx]% 2%People of color [xx]% 18%Persons over 40 [xx]% 74%
Diversity Profile by Ethnicity
5% 5% 2%7%
82%
% B
lack
or
Afric
anAm
erica
n
%Hi
span
ic/La
tino
% A
mer
ican
Indi
an /
Alas
kan
Nativ
e
% A
sian
% W
hite
% E
mpl
oyee
s
Agency Statewide
Workforce Diversity ProfileULTIMATE
OUTCOMES
Employees are committed to the work they do and the goals of the organization
Successful, productive employees are retained
The state has the workforce breadth and depth needed for present and future success
Performance Measures Turnover rates and types
Turnover rate: key occupational categories
Workforce Diversity Profile
Employee Survey Information
Retention measure (TBD)
Data as of [mm/yy]Source: [Enter Data Source]
[DOUBLE CLICK CHART TO ENTER DATA]
Agency Priority: [High/Medium/Low]
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
[Enter Agency Name]
19
Employee Survey RatingsULTIMATE
OUTCOMES
Employees are committed to the work they do and the goals of the organization
Successful, productive employees are retained
The state has the workforce breadth and depth needed for present and future success
Performance Measures Turnover rates and types
Turnover rate: key occupational categories
Workforce Diversity Profile
Employee Survey Information
Retention measure (TBD)
Data as of November 2007Source: Statewide Employee Survey
Agency Priority: [High/Medium/Low]
Analysis: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
QuestionAvg April 2006
Avg Nov 2007
1) I have the opportunity to give input on decisions affecting my work.
2) I receive the information I need to do my job effectively.
3) I know how my work contributes to the goals of my agency.
4) I know what is expected of me at work.
5) I have opportunities at work to learn and grow.
6) I have the tools and resources I need to do my job effectively.
7) My supervisor treats me with dignity and respect.
8) My supervisor gives me ongoing feedback that helps me improve my performance.
9) I receive recognition for a job well done.
10) My performance evaluation provides me with meaningful information about my performance.
11) My supervisor holds me and my co-workers accountable for performance.
12) I know how my agency measures its success.
13) My agency consistently demonstrates support for a diverse workforce.
Overall average: [X.X] [X.X]
Number of survey responses: [XX] [XX]