Professional Documents
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Human Resource Management Report: State of Washington (Enter Agency Name)
Human Resource Management Report: State of Washington (Enter Agency Name)
Management Report
Workforce Workforce Performance
Develop
Workforce
Qualified candidate pools, Best candidate hired & The right people are in Ultimate Outcomes
interviews & reference reviewed during
Hire checks. Job offers. Appts appointment period.
the right job at the right
Employees are
Workforce & per- Successful performers
time. committed to the work
they do & the goals of
formance monitoring. retained.
the organization
Productive, successful
Work assignments& Workplace is safe, gives Time & talent is used employees are retained
requirements defined. capacity to perform, &
Deploy Positive workplace fosters productive effectively. Employees State has workforce
Workforce environment created.
Coaching, feedback,
relations. Staff know job
rqmts, how theyre doing,
are motivated & depth & breadth needed
productive. for present and future
corrections. & are supported. success
2
Executive Summary [Enter Agency Name]
Hiring balance (% types of appointments) c [XX%] promo; [XX%] new hires; [XX%] transfers;
Number of separations during post-hire review period c [XX%]
[XX] exempts; [XX%] other
DEPLOY WORKFORCE
b [X.X%]
Percent employees with current performance expectations
c [X.X] hours (per capita); [X.X%] of EEs receiving OT
Overtime usage: (monthly average)
c [X.X] hours (per capita)
Sick leave usage: (monthly average)
c [XX] grievances
# of non-disciplinary grievances
c [XX] appeals, [XX] Directors Reviews
# of non-disciplinary appeals & Dirs Reviews filed
DEVELOP WORKFORCE
b [X.X%]
Percent employees with current individual training plans
REINFORCE PERFORMANCE
b [X.X%]
Percent employees with current performance evaluations
c [XX]
Number of formal disciplinary actions taken
c [XX] grievances; [XX] appeals
Number of disciplinary grievances and appeals filed
ULTIMATE OUTCOMES
c [X.X%]
Turnover percentages (leaving state service)
a [XX%] female; [XX%] people of color; [XX%] 40+;
Diversity Profile
[XX%] with disabilities
d [X.X], [XX] survey responses
Employee survey overall average rating
a) Data as of 6/30/09
b) Data as of 6/30/09 or agency may use more current date (if so, please note in the Comments section)
c) Data from 7/1/08 through 6/30/09
d) Data as of November 2007 State Employee Survey
e) Action Priority: H=High, M=Medium, L=Low For those measures that have Action Steps
3
[Enter Agency Name]
Management Profile
Plan & Align
Agency Priority: [High/Medium/Low]
WMS Employees Headcount = [xxx] Analysis:
Workforce Percent of agency workforce that is WMS = [xx]% WMS Control Point: [XXX]
All Managers* Headcount = [xxx] [XXX]
Outcomes: Percent of agency workforce that is Managers* = [xx]% [XXX]
Managers understand * In positions coded as Manager (includes EMS, WMS, and GS) [XXX]
1
priorities. Overall 1
[DOUBLE CLICK CHART TO Action Steps: (What, by whom, by when)
1
foundation is in place to ENTER AGENCY DATA] [XXX]
1
build & sustain a high 1 [USE OF THIS CHART IS [XXX]
performing workforce.
0 OPTIONAL]
0 [XXX]
0
0
0
Nov-08
Jul-08
Jun-09
May-09
Aug-08
Jan-09
Oct-08
Dec-08
Mar-09
Apr-09
Sep-08
Feb-09
Performance
Measures:
Management profile WMS Management Type
Workforce Planning Managemen
t Policy
measure (TBD) 25% 25%
Percent employees with
current position/ Management [xxx]
competency descriptions Consultant [xxx]
Policy [xxx] [SAMPLE DATA ONLY.
DOUBLE CLICK CHART TO
Not Assigned [xxx] ENTER AGENCY DATA]
Consultant Not
25% assigned
Data as of [mm/yy] 25%
4
Source: [Enter Data Source]
[Enter Agency Name]
Data as of [mm/yy]
Source: [Enter Data Source] 5
[Enter Agency Name]
Workforce
Agency Priority: [High/Medium/Low] Analysis:
Types of Appointments [XXX]
Transfers
[XXX]
20%
Outcomes:
Promotions [XXX]
Best candidates are hired 20% [XXX]
and reviewed during
[XXX]
appointment period. The
[XXX]
right people are in the right [SAMPLE DATA ONLY. DOUBLE
CLICK CHART TO ENTER AGENCY Exempt [XXX]
job at the right time. DATA] 20%
Other [XXX]
Time-to-hire vacancies
20%
Candidate quality
Hiring Balance Total number of appointments = [XXX]*
(proportion of Includes appointments to permanent vacant positions only; excludes reassignments
Other = Demotions, re-employment, reversion & RIF appointments
appointment types)
Separation during review Agency Priority: [High/Medium/Low]
period
Separation During Review Period
Probationary separations - Voluntary [xxx]
Probationary separations - Involuntary [xxx]
Total Probationary Separations [xxx]
Data as of [mm/yy]
Source: [Enter Data Source] 8
[Enter Agency Name]
Overtime Usage
Deploy Agency Priority: [High/Medium/Low]
Average OT Hours
Apr-09
3
Staff know job [DOUBLE CLICK CHARTS TOMar-09
ENTER
expectations, how theyre 2 AGENCY DATA] Feb-09
Aug-08
Sep-08
Apr-09
Oct-08
Jul-08
Nov-08
Dec-08
Feb-09
Jan-09
Jun-09
capacity to perform, &
Mar-09
May-09
Oct-08
fosters productive
Sep-08
relations. Employee time Avg OT Hrs - Agency Avg OT Hrs - Statewide
Aug-08
and talent is used Overall agency avg overtime usage per capita, per month: [XXX]**
Jul-08
effectively. Employees are **Overall agency avg overtime usage per capita, per month = sum of monthly OT
averages / # months
motivated.
Analysis:
% Employees Receiving Overtime *
[XXX]
Performance 25%
Measures [XXX]
20%
Percent Employees
[XXX]
Percent employees with
15%
current performance [XXX]
expectations 10%
[XXX]
Overtime usage 5%
Sick leave usage 0%
Action Steps: (What, by whom, by when)
Aug-08
Apr-09
Sep-08
Nov-08
Dec-08
Oct-08
Jan-09
Feb-09
May-09
Jun-09
Jul-08
Mar-09
Non-disciplinary
[XXX]
grievances/appeals filed
and disposition (outcomes) Pct EE's w/OT - Agency Pct EE's w/OT - Statewide [XXX]
Overall agency avg employees receiving overtime per month: [XXX]%** [XXX]
**Overall agency avg employees receiving overtime per month = sum of monthly OT
percentages / # months
Outcomes: 8 [XXX]
[XXX]
Staff know job 7
expectations, how theyre [XXX]
6
doing, & are supported. [XXX]
[DOUBLE CLICK CHART TO
Avg Hours
Workplace is safe, gives 5 [XXX]
ENTER AGENCY DATA]
capacity to perform, & 4 [XXX]
fosters productive
3
relations. Employee time Action Steps: (What, by whom, by when)
and talent is used 2
[XXX]
effectively. Employees are 1 [XXX]
motivated.
0 [XXX]
Oct-08
Nov-08
May-09
Mar-09
Dec-08
Jul-08
Apr-09
Aug-08
Sep-08
Jan-09
Feb-09
Jun-09
Performance
Measures
Per capita SL use - Agency Per capita SL use - Statewide*
Percent employees with
current performance
expectations
Overtime usage
Sick Leave Hrs Used / Sick Leave Balance (per capita)
Sick leave usage Avg Hrs SL Used (per Avg SL Balance (per Avg Hrs SL Used (per Avg SL Balance (per
Non-disciplinary capita) - Agency capita) - Agency capita) Statewide* capita) Statewide*
grievances/appeals filed
and disposition (outcomes) [XX] Hrs [XX] Hrs 6.4 Hrs 240.2 Hrs
* Statewide data does not include DOL, DOR, L&I, and LCB
25 #
Staff know job Grievance Type Grievances
20 [DOUBLE CLICK CHART TO
expectations, how theyre
ENTER AGENCY DATA] 1. [XX] [XX]
doing, & are supported. 15
2. [XX] [XX]
Workplace is safe, gives 10
3. [XX] [XX]
capacity to perform, & 5
fosters productive 4. [XX] [XX]
0
Oct-08
Nov-08
May-09
Mar-09
Jul-08
Dec-08
5. [XX] [XX]
Apr-09
Aug-08
Sep-08
Jan-09
Feb-09
Jun-09
relations. Employee time
and talent is used
effectively. Employees are Total Non-Disciplinary Grievances = [XX]
Analysis:
motivated.
* There may not be a one-to-one correlation between the number of grievances filed [XXX]
(shown top of page) and the outcomes determined during this time period. The time
[XXX]
Performance lag between filing date and when a decision is rendered can cross the time periods
Measures indicated. [XXX]
[XXX]
Percent employees with Non-Disciplinary Grievance Disposition*
current performance (Outcomes determined during time period listed below) Action Steps: (What, by whom, by when)
expectations
[XXX]
Overtime usage [XXX] [XXX]
Sick leave usage [XXX] [XXX]
Non-disciplinary [XXX]
grievances/appeals filed
and disposition [XXX]
(outcomes) [XXX]
[XXX]
Staff know job [XX] Rule violation [XX] Other exceptions to Director Review
expectations, how theyre [XX] Name removal from Layoff List [XX] Layoff
doing, & are supported. [XX] Exam results or name removal from [XX] Disability separation
Workplace is safe, gives applicant/candidate pool, if DOP did assessment [XX] Non-disciplinary separation
capacity to perform, & [XX] Remedial action
fosters productive [XX] Total filings
relations. Employee time [XX] Total filings
Non-Disciplinary appeals only are shown above.
and talent is used
effectively. Employees are There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
time lag between filing date and when a decision is rendered can cross the time periods indicated.
motivated.
Director's Review Outcomes Personnel Resources Board Outcomes
Withdrawn Dismissed
Performance 20% 17%
Measures Modified Remanded
20% 17%
Percent employees with
current performance [SAMPLE DATA ONLY. DOUBLE
expectations CLICK CHARTS TO ENTER AGENCY
DATA] Modified
Overtime usage No 17%
Sick leave usage jurisdiction Withdrawn
20% 17%
Non-disciplinary
grievances/appeals filed
and disposition Reversed
(outcomes) 20%
Affirmed Affirmed
Reversed
20% 16%
16%
Total outcomes = [XX] Total outcomes = [XX]
Data Time Period: [mm/yy] through [mm/yy]
Source: Department of Personnel
[Enter Agency Name]
Performance
Measures
Percent employees with
current individual
development plans
Competency gap analysis
(TBD)
Data as of [mm/yy]
13
Source: [Enter Data Source]
[Enter Agency Name]
Performance Measures
Percent employees with
current performance
evaluations
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed and
disposition (outcomes)
Reward and recognition
practices (TBD)
Data as of [mm/yy]
14
Source: [Enter Data Source]
[Enter Agency Name]
Reinforce
Performance Formal Disciplinary Actions
Agency Priority: [High/Medium/Low]
Analysis:
Outcomes:
Disciplinary Action Taken
[XXX]
Employees know how their
Action Type # of Actions [XXX]
performance contributes to
Dismissals [XXX] [XXX]
the goals of the
organization. Strong Demotions [XXX] [XXX]
Oct-07
Nov-07
May-08
Apr-08
Mar-08
Jul-07
Aug-07
Sep-07
Dec-07
Feb-08
Jan-08
Jun-08
eliminated. Successful
[XX] Total Disciplinary Appeals Filed with PRB
performance is differentiated Total # Disciplinary Grievances Filed: [XX]
and strengthened.
Employees are held There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
time lag between filing date and when a decision is rendered can cross the time periods indicated.
accountable.
Disposition (Outcomes) of Disciplinary Grievances Disposition (Outcomes) of Disciplinary Appeals*
Withdrawn
Performance Measures 17%
[XXX] Affirmed
Percent employees with 16%
current performance [XXX]
Remanded
evaluations [XXX] 17%
[SAMPLE DATA ONLY. DOUBLE
Disciplinary actions and [XXX] CLICK CHART TO ENTER AGENCY
reasons, disciplinary DATA]
grievances/appeals filed [XXX]
Reversed
and disposition [XXX] 16%
(outcomes) [XXX] Dismissed
17%
Reward and recognition
Modified
practices (TBD)
17%
*Outcomes issued by Personnel Resources Board
% White
% Black or
% Asian
Hispanic/Latino
Indian / Alaskan
American
African
success [XXX]
Agency Statewide [XXX]
Performance Measures
Percent Age Distribution
Turnover rates and types All Employees (including WMS) WMS Employees Only
% 15-19
% 20-24
% 25-29
% 30-34
% 35-39
%40-44
% 45-49
% 50-54
% 55-59
% 60-64
Data as of [mm/yy]
Source: [Enter Data Source] 18
[Enter Agency Name]
Employee Survey Ratings
ULTIMATE
OUTCOMES
Agency Priority: [High/Medium/Low]