Assessing Diversity, Retirements and Turnover

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Assessing Diversity, Retirements and Turnover

• Al Brown
• Human Resources Consultant
• Georgia Merit System
• State of Georgia

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Assessing Diversity, Retirements and Turnover
Workforce Planning Training Module 2 of 5
February 2002
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General Housekeeping

• Restrooms are through the glass entry door and to
  your right near the end of the hall.
• Snack bar is two floors down(Balcony Level).
• Ice cream/cookie shop is four floors
  down(Cafeteria Level).

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Todays agenda

• Overview of Step 4 of the Workforce Planning
  Model, Diversity and Turnover Outlook.
• Hands on exercise
• Diversity of Incumbent Workforce(Internal
  Comparison)
• Retirement Projections
• Calculation of Turnover Ratios and Costs

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Todays Agenda

• Diversity of Incumbent Workforce(Labor Market
  Comparison)
• Diversity of Incumbent Workforce(Customer Base
  and General Population Comparison)
• Highlights of Overall Summary

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Rationale

• Governors Diversity Initiative
• Identifying baseline data on diversity, employee
  status and turnover rates is a first step to
  determine what is necessary for success.
• The information from this step is used directly
  in steps 5 and 9 of the model.

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Course Objectives

• Participants will be able to identify
  deliverables associated with Diversity and
  Turnover Outlook, step 4 of Strategic Workforce
  Planning.
• Participants will be able to identify the major
  components of this step.
• Participants will be able to identify what
  constitutes Level I and Level II analysis.

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Course Objectives

• Participants will be able to identify and analyze
  diversity gaps in the incumbent and turnover
  workforce.
• Participants will know the location of additional
  sources of demographic information.

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Key Components

• Diversity of Incumbent Workforce
• Diversity of Turnover Workforce
• Retirement Analysis
• Turnover Analysis
• Diversity Gap Analysis

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Diversity

• Diversity encompasses more than ethnicity and
  race.
• Religious preferences, physical capability,
  educational levels and sexual orientation are
  diversity categories as well.
• Intelligence, communications styles, work habits,
  economic status or even personality types can be
  included as diversity categories.

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Diversity

• Simply stated, diversity focuses on the unique
  characteristics that make us different from each
  other.
• In workforce planning, we are looking at
  representational diversity based on demographic
  data that is relatively easy to obtain and
  analyze.
• The Workforce Planning Advisory Council is
  considering a more holistic approach to
  diversity. Stay tuned!!

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Diversity-Not just another word for affirmative
action

• Affirmative Action
• Court or DOJ initiated
• Legally Driven
• Quantitative Qualitative
• Problem focused
• Assimilation
• Reactive

• Diversity
• Voluntary
• Productivity Driven
• Qualitative
• Opportunity Focused
• Integration
• Proactive

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Diversity of Incumbent Workfroce

• Looks at representational diversity of Incumbent
  Workforce
• Requires refreshing 8 tables with query data and
  a review of each table.
• Requires an overall summary.

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Diversity of Incumbent Workforce
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Diversity of Turnover Workforce

• Looks at representational diversity of turnover
  in your workforce.
• Requires refreshing 8 tables with query data and
  a review of each table.
• Requires overall summary.

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Diversity of Turnover Workforce
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Retirement Projection Report

• SWiFT contains a retirement projector
• The retirement projector looks at tenure and age
  to identify which employees are considered at
  risk for retirement.

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Retirement Projection Report

• It will project those considered at risk of
  retirement by job title for the next 5 years.
• SWiFT considers the following age/tenure
  combinations to be at risk of retirement
• Age 60 with 10 years of tenure
• Age 55 with 20 years of tenure
• Age 50 with 30 years of tenure

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Retirement Projection Report
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Retirement Projection Report
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Calculation of Turnover Ratios

• SWiFT has the ability to calculate turnover
  ratios for all jobs in your agency.
• It will provide turnover percentages and total
  estimated cost of turnover for each job.
• The deliverables associated with this step are
  the completed turnover ratio table and a summary
  analysis.

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Calculation of Turnover Ratios
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Calculation of Turnover Ratios
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Diversity Gap Analysis

• SWiFT contains information to assist in the
  interpretation of Diversity of Incumbent
  Workforce data.
• Of particular use is the 2000 Population/Labor
  Force data for Georgia.

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Diversity Gap Analysis

• Additional demographic information can be
  assessed through the GDOL web site.
• The deliverables are the completed tables and a
  summary of your analysis.

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Diversity Gap Analysis
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Diversity Gap Analysis

• Compliance with the requirements of the Uniform
  Guidelines on Employee Selection Procedures
  (1978).
• Provides technical validation and record keeping
  standards for acceptable selection procedures for
  any employment decision.
• Focuses on equitable treatment of applicant pool
  for hiring, promotion, training opportunities,
  performance evaluation,etc.

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Diversity Gap Analysis

• While not mandatory, agencies may make a
  strategic decision to have their workforce more
  accurately reflect the composition of their
  customer base(s).

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Level I and Level II analysis

• For Diversity of Incumbent Workforce and
  Diversity of Turnover Workforce , there are two
  possible levels of analysis
• Level I, the lowest acceptable, is simply
  completing the required deliverables.
• Level II is completing the required deliverables
  AND preparing similar tables for organizational
  units, geographic areas, etc.

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Level I and Level II analysis

• Retirements, Turnover Costs/Ratios and Diversity
  Gap Analyses are all done at Level I by
  completing the required deliverables.
• While not assigned specific levels, further
  analysis of these deliverables may be beneficial
  to your organization.