Download - ACSS Spresentation
ACSS Presentation
April 5, 2008
HR Modernization and The New Workforce The Right People in The Right Jobs
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
cen
tag
e
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
What does our current workforce look like? California State Employees by
Generation
13%
55%
29%
4%Traditionalists Baby Boomers Gen X Gen Y
Generations in the Workplace
Traditionalists 1900-1945, 31 million
Baby Boomers 1946-1964, 77 million
Generation X 1965-1980, 46 million
Generation Y 1981-1999, 78 million
Our Current HR 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
HR Modernization An Automated Integrated System
· 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
The Grid
A B C D E F
MQs, Class
Concept, Time in Grade
E&Es
Job Related Training
Certificates Licenses
Compe- tencies
e.g. expert
scientist
Breadth of Experienc
e
Continuing
Education (Not
Permanent)
ENTRY
1
2
3
4
JOURNEY
5
6
7
8
ADVANCED
9
10
11
12
Competencies HR Modernization will take us from a duty-
based system to a competency-based system.
When does HR Mod happen? Last fall we got the team in
place. First occupational group model
rollout will be in 2009. Final rollout 2014.
What are we doing before HR Mod is completely implemented?
PREPARING!
Workforce planning
Look at work processes
Redefine and restructure
Are we ready for the new generation? Are we where we 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
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
What’s the competition doing? Click on the movie below to see
part of a 60 Minutes segment on Zappos.com and what they’re doing to recruit and retain Gen Y!
Questions?
Thank you,
Dave Gilb and Julie LeeDepartment of Personnel Administration
YouTube Zappos.com on 60 Minutes