Agency Workforce Planners Forum

1
Agency Workforce Planners Forum

• WELCOME
• Office of Administration
• Bureau of Workforce Planning and Development
• Workforce Planning and Performance Division
• November 5, 2008

2
Opening Remarks and Purpose of WFP Forum

• James A. Honchar, SPHR
• Deputy Secretary for Human Resources Management

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Agenda

• Enterprise-wide Statistics
• Agency WF and Succession Management Plan
• Structure, Intended Use, Results, Outreach
• Employee Mobility Data
• Accomplishments
• OA, Agency
• Resources, Collaboration, Next Steps
• Questions and Answers
• Contacts

4

• Enterprise-wide Statistics

5
Retirement Trends By Fiscal Year
-- Data as of July 2008
6
Workforce Retirement Eligibility
11,142 or 14 of current state employees are
eligible to retire now
24,013 or 30 of current state employees will be
eligible to retire by 2012
-- Data as of July 2008 from Retirement
Projection Tool
7
Commonwealth EmployeesBy Generation -- 2006
Full-time permanent salaried employees under the
Governor's jurisdiction as of May 2006.
50,094 Employees
63.2
23,801 Employees
3,737 Employees 4.7
1,675 Employees
30.0
2.1
TRAD. 1900 to 1945
Y 1981 to 1999
BBs 1946 to 1964
X 1965 to 1980
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Commonwealth EmployeesBy Generation -- 2008
45,637 58.6
Employees in generational population and
percentage of total workforce
Full-time permanent salaried employees under the
Governor's jurisdiction
26,323 33.8
-- Data as of July 2008
2,181 2.8
3,582 4.6
TRAD. 1900 to 1945
BBs 1946 to 1964
X 1965 to 1980
Y 1981 to 1999
9

• Agency Workforce
• Succession Management Plan

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Agency Workforce Succession Management Plan --
Structure

• Seven Components
• Strategic direction
• Determine current workforce demographics
• Assessment of current and future workforce needs
• Action plan for addressing gaps between current
  and future workforce planning challenges
• Requested assistance
• Workforce development needs
• (Previous) FY accomplishments

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Agency Workforce Succession Management Plan
Intended Use

• Enterprise
• Incorporate individual agency plans into a
  comprehensive enterprise workforce plan
• Identify agency and cross-agency needs/requests
  for assistance and respond with action
• Agency
• Complete the annual agency plan in a timely
  manner
• Become knowledgeable/heighten awareness of agency
  demographics
• Act on the information communicate findings to
  agency leadership meet with senior staff
• Obtain feedback from and partner with
  organizational units to confirm findings and
  develop solutions
• Collaborate with other entities, such as OA WFPD,
  BEEO, BSE, and SCSC
• Strategize and implement solutions
• Monitor progress and report results

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Results of Agency WF Plans

• Top 5 Overarching Needs/Requested Assistance
• Assist with recruitment (1 answer)
• Collaborate with OA-CP
• Assist with increasing workforce diversity
• Open examinations and increase qualified
  candidate pools
• Share helpful WFP practices

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Workforce Challenges
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Causes of Workforce Challenges
15
Job Needs
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Outreach and Scheduling of Agency Meetings

• Individual agency feedback on WF/SM Plan will be
  provided to HR Directors
• Specific areas on requested assistance and
  identified training needs are being shared with
  the appropriate OA Bureau(s) and/or Civil Service
  Commission for action
• Agencies will be scheduled for an on-site meeting
• Agencies will be invited to share good management
  practices during upcoming WFP forums

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• Workforce/Succession Management Plan
• Agency Discussion

18

• Employee Mobility
• Data

19
Employee Mobility Results

• January 2007 (program inception) to July 2008
  results
• 3,923 New Hire Entrance (66)
• 4,476 Employment Change (64)
• 1,982 Exit Information (65)

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Employee Mobility Results

• Top factors (in order) for seeking state
  employment (new hires)
• job security / stability
• retirement benefits
• health care
• salary
• promotional opportunities
• Top factor for changing jobs (transferred
  employees)
• job advancement opportunities
• (Promotions accounted for 26 of employment
  changes.)
• Top factors for exiting state employment
  (separating employees)
• Retirement eligible
• Employee benefit changes
• (Over 50 cited these two reasons as the most
  significant factors.)

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Employee Mobility Results

• Exiting Respondents
• 70 rated Commonwealth employment as good or
  excellent with less than 4 rating it as poor
• 1,156 or 58 expressed interest in serving as an
  annuitant, while 920 or 46 would consider
  reinstatement
• About 85 would recommend the Commonwealth as an
  employer

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Employee Mobility Results

• Respondents cited the following for
• learning about State government jobs
• New Hires
• State Civil Service Commission Website (1,947)
• Current State Employee (1,290)
• Non-State Employee Friend or Relative (567)
• Transferring Employees
• JobNet (1,735)
• Current State Employee (1,373)
• Internal Agency Announcement (887)

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• Employee Mobility
• Agency Discussion

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• Accomplishments

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OA Accomplishments

• Workforce and Succession Planning Website
• Agency Workforce Planning and Succession
  Management Plans (required since 2004 --
  maintaining 100 participation)
• Agency and Enterprise-wide Retirement Eligibility
  Tools (deployed 2002, enhanced 2004, 2007)
• Employee Mobility Information Program (2007)
• Managing the Generations training course (2007)
• Two publications in IPMA-HR journal (2004 and
  2008)

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Agency Accomplishments

• WF/Succession Management Plans
• Leadership Development Models
• WFP/SM Training
• Engaging program managers in formulating WFP
  initiatives
• Others?

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• Resources, Collaboration, and
• Next Steps

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Resources

• Existing
• NASPE List Serve for State WF Planners
• NASPE Workforce Planning Network Forum
• NASPE Recruitment / Retention Network Forum
• Planned
• CWOPA Distribution List for Agency WF Planners
• Workforce Planning Training Courses
• WFP and Development-Related Webinars and
  Presentations

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Collaboration Initiatives

• Internal
• Commonwealth WFP Steering Committee
• External
• PA Pathways program (DOE)
• Collaboration and pilot with Middletown Area High
  School
• Capitol Region Partnership for Career Development
• Others such as with colleges, as opportunities
  arise

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Next Steps

• Share results of the Commonwealth WF Plan and
  meet with WFP Steering Committee
• Distribute individual agency feedback on WF Plans
• Conduct agency on-site visits
• Invite agencies to showcase WFP helpful
  practices
• Announce next WFP Forum meeting

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Questions and Answers

• ?

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Additional Information
Visit our website
www.workforceplanning.state.pa.us
Or contact
Kim Helton khelton_at_state.pa.us John
Soubik jsoubik_at_state.pa.us David
Butts dbutts_at_state.pa.us
Thank you!