The Right People In The Right Jobs

The Right People in the Right Jobs

Simplify the classification system

Base compensation on market conditions, individual self-development, and business needs

Create an attractive and expeditious hiring process

Tie HR systems to business needs through strategic and workforce plans

Improve and foster a high performance culture

Classification Recruitment and Selection Workforce Planning Performance Management Compensation

From: To:

Confusing exam

processes

Hiring candidates

takes too long

The right candidates

for the right job may

not be reachable

Consolidated exam

process

Online exam that is

available 24/7

Three Rank Eligible

List Pilot Study

Ask a question

Do background research Best Practice Review January—February 2008

Construct a hypothesis Create a Class Concept Model March — May 2008

Test your hypothesis by doing an experiment Expert Resource Panels Data Collection Survey June — December 2008

1. Analytical Thinking 2. Applies Technical Expertise to Tasks 3. Communication 4. Communication, Written 5. Decision Making 6. Diagnostic Information Gathering 7. Ethics and Integrity 8. Flexibility 9. Forward Thinking 10. Initiative 11. Learning 12. Personal Credibility 13. Planning and Organizing 14. Thoroughness

Analyze your data and draw a conclusion January — March 2009

Report your results Refine Class Concept Based on Data Spring 2009

Shared Key Responsibilities and Related General Competencies (Knowledge, Skills, Abilities and Personal Characteristics) Occupational Subgroups Job Specific Technical Competencies (Knowledge, Skills and Abilities)

Survey #1 Demographics & General Competencies Survey #2 Technical Competencies Survey #3 Tasks Survey #4 Job Leveling Survey #5 Supervisor & Manager Technical Competencies

Thank you! Karen Lynch [email_address] 916-558-1815 Jackie Cheyne Shelton [email_address] 916-322-2834 Stephanie Lokka [email_address] 916-558-1817