Workforce Management Conference

California State California State LegislatureLegislature

February 7, 2008February 7, 2008

California State GovernmentOne of the largest employers in the U.S.

The State’s Aging Workforce

State Employee Age Profile As of 12/31/07

0

5

10

15

20

25

30

35

18-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60+

Age

Per

cent

age CEAs

Mgrs/Supervisors

Rank & File

Who’s eligible to leave in the next 5 years?

• 35% of our current workforce, or roughly 80,000 employees

• 49% of our managers and supervisors

• 75% of our top leadership

Yep, we’ve got problems

Our Current Human Resource System:• Too many separate job classifications• Limited external recruitment

• Application process is confusing

• Hiring process is too slow and too complicated

• Compensation program is not reflective of the labor market and too complex to administer

• Performance management is not tied to business needs, nor is it consistently done

• No statewide workforce plan to address anticipated labor shortages

We’ve also got solutions

· Establish Criteria/Examination

· Conduct Selection/Examination

· Establish Eligibility and Certify Lists

· Develop Training Plan· Update Course Listing· Schedule Courses· Register Trainees· Evaluate Course/Trainer· Manage Training History· Establish Performance Standards· Conduct Employee Performance Evaluation· Develop Career Plan· Analyze Individual Perf

· Identify Work Functions· Identify Staffing Needs· Project Workforce Supply· Identify Workforce Gaps· Analyze Aggregate Perf.· Develop Priorities· Evaluate Plan

· Monitor and Correct Position Allocation

· Audit Appointments· Audit Selection and Hiring

Processes

· Perform Class Studies· Perform Job Analysis· Perform Position Allocation· Provide Information to Public· Establish CEAs/Exempts

· Develop Compensation Packages

· Conduct Salary Reviews· Provide Information To

Public

· Establish California as Employer of Choice

· Manage Recruiting Process· Provide Information to Public· Assist recruiters

Training andPerformance Management

CompensationClassification

Marketing &Recruitment

Testing &Selection

Workforce Planning

Auditing

Relational Data Base

· Competencies· Tasks· Leveling data· Class descriptions

· Entrance Requirement· Benchmark proficiencies· Salary Data

21st Century Project DPA SPB

Department Examination SystemsFi$CalFi$Cal

HR ModernizationHR ModernizationAutomated Integrated SystemAutomated Integrated System

Early Successes

Things we’re doing right now to help

• DPA - delegation to departments

• SPB – interim solutions

• Workforce planning conference

• Coming soon, new exam and cert system

California State Employees

TRAD. BB’s X Y Cyber

.

13%

55%

29%

4% 0.0%

By GenerationBy Generation

The next generation

What can we do to prepare?• Do workforce planning• Look at your work processes• Redefine and restructure• Are you where you need to be with:

– Technology• They demand state of the art• They can multi-task better than us, come up with solutions faster

than we can– Flexibility

• Let your managers know it’s OK to be flexible, manage the work, not the people.

• Telework, flexible schedules• Work/life balance is important to them

– Training and Feedback• Communicate with the new generation, they expect it• Train current managers in how to deal with the new generation• Train the new workers so they are prepared to move up quickly

Workforce Planning Conference• Hosted by DPA and SPB• April 15, DGS – Ziggurat Auditorium• Morning Session

– Limited to 2 people from each department– Geared to Directors, top management– Speakers will be Rosario Marin, Victoria Bradshaw and P.K.

Agarwal.

• Afternoon Session– Limited to 2 people from each department– Directed to staff in charge of workforce planning– “How To” information

• Online Registration starting March 1, DPA’s website

Questions?

Thank you!

Suzy & DaveSuzy & Dave