doas human resources administration division · doas human resources administration division candy...
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![Page 1: DOAS Human Resources Administration Division · DOAS Human Resources Administration Division Candy Sarvis DOAS Deputy Commissioner, State Human Resources Administration. DOAS HUMAN](https://reader033.vdocuments.mx/reader033/viewer/2022052500/5f15667a1c556a0c986e60af/html5/thumbnails/1.jpg)
October 27, 2014
GTA-OPB Hosted Strategy Summit
DOAS Human Resources Administration Division
Candy Sarvis
DOAS Deputy Commissioner,
State Human Resources Administration
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DOAS HUMAN RESOURCES ADMINISTRATION (HRA) DIVISION
GOALS
Provide effective talent management solutions so that agencies may attract and retain talent in an efficient manner
Provide a framework of governing standards so that customers may minimize HR risks
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Thinking about how your agency will deliver on its strategic plan, what are the top three business opportunities or challenges you face over the next few years?
“Recruiting and retaining qualified staff.”
“Employee salary and benefits.”
“Workforce reductions have placed a higher load on remaining staff.
This could make it difficult to retain credentialed employees once the
job market has improved.”
“Knowledge management and succession planning are more critical
as the workforce ages and as staff size decreases.”
“Up-to-date training but travel costs need to be kept down.”
“Using technology to improve the reach of training.”
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Benefit-eligible Headcount Trending Downward
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General Turnover Continues to Climb
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2 of Every 3 Employees Initiate Separation
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Nearly 50% of Quits in Years 1 and 2
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Why Employees Quit?
Various Surveys Report that Employees Leave Due to: Lack of Advancement Work / Life Balance Better Pay & Benefits Management
Sample Sources: http://www.forbes.com/sites/louisefron/2013/06/24/six-reasons-your-best-
employees-quit-you/Talent.linkedin.com
http://www.shrm.org/publications/hrnews/pages/cms_017619.aspx
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10% of Executive Branch can Retire Today
1 in 4 Eligible to Retire Within 5 Years
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Voluntary Separations
Gen Y
Gen X
Baby Boomers
54% of Hires 45% of Quits
33% of Hires
13% of Hires
38% of Quits
17% of Quits
Turnover Demographics
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Why Should We Care?
Serving more Georgians
Faster, quality services
Fewer employees that cost more to employ
Different workplace expectations & attitudes toward work
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Challenges
Data informed changes to
benefits
Changing Employment Relationship
Enterprise Strategies
Techniques Targeted Results
Learn What
Learn Why
Statewide Survey
Exit Interviews
Data Sharing & Reporting
Improvements
Data informed recruitment &
retention efforts
Fiscal ConstraintsPrioritized
Business-aligned Measurable
Addressing our Common Challenges
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ChallengesEnterprise Strategies
Techniques Targeted Results
Attracting the Right Talent Efficiently
Hiring Administration
Strategic Recruitment,
Selecting, Onboarding
Enterprise Applicant Tracking System
Screening Pilot
Hiring Source Data
Talent Quality Data
Integrated hiring activities
Process Improvement Data
Better Fit Selections
Addressing our Common Challenges
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Challenges
Clear Workplace Expectations
Engaged Workforce
Reduced Voluntary Turnover
Enterprise Strategies
Techniques Targeted Results
RetentionStandardize Employee
Experience
Applicant Tracking System
Policy Advisories
Updated Board Rules
Onboarding Program
HR Audit
Addressing our Common Challenges
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Challenges
Proper job Titles
Competitive Pay Decisions
Reduced voluntary Turnover
Enterprise Strategies
Techniques Targeted Results
Pay Structure
Job Classification Framework
Understand“market”
Career Paths
Job Class & Career Path
Project(JCCP)
Retention
Common MgrCurriculum Trng & Dev Focus
Delivery OptionsCustomized Learning Reach & 24/7 Access
ROI DataReduced Voluntary
Turnover
Defined Competencies for
Individual Dev Plans
Job Class & Pay Toolkits
LMS Business Case
Efficient Delivery
Manager Training
Leadership Development
Addressing our Common Challenges
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FOR YOUR CONSIDERATION……
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