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Appendices.doc

  1. 1. 2007 Annual Report Deval Patr ic k, Gover nor Tim Murray, Lieutenant Gover nor Leslie Kirwan, Secretary of Administration & Finance Paul Dietl, Chief Human Resources Officer 1
  2. 2. A Message from the Chief Human Resources Officer As the Human Resources Division (HRD) enters into the second year of the Patrick Administration, we find ourselves focusing on strategies that will align human resources with the strategic business needs and priorities of the Governor. Three of the Patrick Administration’s priorities are Diversity, Civic Engagement and Efficient Government. We hope that this annual report, with its expanded emphasis on information about the state workforce, will provide you with a tool that you will find helpful in gauging our progress in these areas. Over the last few months we have seen continued success in the area of Diversity. In addition, we have seen state employees become more civically engaged in the community through the SERV Program that was unveiled last July. In 2008, we will find ourselves challenged to evaluate and improve the effectiveness of HR programs that support and enhance the performance of the Commonwealth’s workforce so that we can make our government more efficient and effective. We will build on our past successes with the shared services model and move from transactional HR to talent- based management initiatives that will impact the performance of the workforce. Over the years, HR has evolved from a control and process-based function to more of a strategic partner with our agencies, helping them to achieve their mission and objectives. Many new challenges and opportunities will undoubtedly impact what services the HR community needs to deliver to support today’s workforce. To be effective, HR will need to focus on a new set of strategic issues in talent management including how we recruit, develop, motivate and retain our top talent. We must also continue to focus our efforts on improving the diversity of the state workforce. Effective talent management systems can have enormous impact on and an important role in, the performance of the state’s workforce. Meeting the new challenges and opportunities for HR will require us to rely on and continue to build effective partnerships with our agencies and the entire HR community. While talent management has always been part of HR’s mission, a combination of demographic and market forces will bring new urgency to cultivating a workforce that offers true competitive advantage. Creating and cultivating a talented workforce will position the Commonwealth as an Employer of Choice. As always, we recognize that our employees are our most important resource, and we will continue to ensure their fair and equitable treatment and the recognition of their contribution to the Commonwealth. I look forward to partnering with you in developing and implementing strategies and programs to make the Commonwealth an “employer of choice” and to provide our employees with the tools they need to be the most effective and efficient workforce serving the citizens of the Commonwealth. Paul Dietl Chief Human Resources Officer Commonwealth of Massachusetts 2
  3. 3. To serve the people of Massachusetts by delivering reliable and innovative human resources services and programs to our partner agencies so they can achieve their missions. 1. Key Strategic Accomplishments in the Human Resources Division a. Major Statewide Accomplishments—Page 4 b. Secretariat HR Council—Page 5 c. Task Forces—Page 5 2. Employee Accomplishments a. Employee Recognition Program (PRP)—Page 6 b. State Employees Responding as Volunteers (SERV)—Page 7 3. The Commonwealth Workforce at a Glance—Page 8 4. General Employment Trends a. State Population—Top 20 States—Page 10 b. Rank Order of State Employment to State Population-Top 20 States—Page 10 5. Equal Employment a. Race/Ethnicity in Executive Branch Employment Compared to U.S. and Massachusetts Labor Forces—Page 12 b. 5-Year Trend of Executive Branch Employment by Race/Sex—Page 13 c. Executive Branch Employment by Secretariat, Race and Sex—Page 14 d. Executive Branch Employment by EEO-4 Occupational Group, Race and Sex— Page 15 e. Average Salary by Age, Years of Executive Branch Service, Sex, Race and EEO-4 Group (Charts)—Pages 16-18 6. Employee Mobility a. 5-Year Trends of Executive Branch Employment Turnover—Pages 20-21 3
  4. 4. b. Separation Rates by EEO-4 Group, Race, and Secretariat—Page 22 c. 3-Year Trend of Executive Branch Employment Turnover by Secretariat— Page 23 d. 2-Year Trend of Executive Branch Employee Promotions by Race and Sex— Page 24 e. 2-Year Trend of Executive Branch Employee New Hires by Race and Sex— Page 25 7. Employee Characteristics a. 5-Year Snapshot of Executive Branch Workforce—Page 27 b. Employees in the Executive Branch Workforce—Page 28 c. Executive Branch Workforce Characteristics—Page 29 d. 5-Year Trend of Executive Branch Employment by Major Secretariat— Page 30 e. 5-Year Trend of Average Salary by Major Secretariat—Page 30 8. Workforce Planning a. Top 20 Executive Branch Job Title Statistics—Page 32 b. Retirement Eligibility of the Executive Branch Workforce by Major Secretariat —Page 33 c. Executive Branch Workforce Retirements by Secretariat, Average Age and Years of Service—Page 34 d. Comparison of Average Age and Years of Service of Executive Branch Workforce to Historical Age and Years of Service at Retirement by Secretariat —Page 35 9. Workforce Statistics by Labor Group a. Union Membership in the Executive Branch—Page 37 b. Executive Branch Workforce Statistics by Labor Group—Page 38 Appendices a. HRD’s Organization Chart—Page 40 b. HRD’s Organizational Units--Page 41 c. HRD Budget (10 year history)—Page 42 Note: Unless otherwise footnoted, Massachusetts workforce statistics in this report are limited to employees in agencies that report to the Governor. In addition, these “Standard Workforce” statistics do not include contract or seasonal employees or board members. See definition of “Standard Workforce” at the following web link: http://www.iw.state.ma.us/ciwdata/hrcms/hrcms_stdworkforce.asp 4
  5. 5. Major HRD Statewide Accomplishments  A new Commonwealth Employment Opportunities (CEO) job posting site was implemented on 6/1/2007. The system now provides job seekers with easier navigation, simplified sorting features, improved keyword and advanced search capabilities. Applicants can create a profile and store their resume online. An online application feature will soon be added in 2008.  Partnered with Governor Patrick to create the State Employees Responding as Volunteers (SERV) Program. The number of volunteers increased 104% with a corresponding increase in SERV hours of 41.9% during the period July 2007 to February 2008 over the same period the previous year.  Executed a strategy providing for one-year contract extensions covering eight state bargaining units, as well as over 50 oversight bargaining units. Currently, over 99% of Executive Branch employees are under contract.  Teamed with the Governor’s Office and the Massachusetts Office on Disability to draft Guidelines for implementing Executive Order 478, regarding Non-Discrimination, Diversity, Equal Opportunity and Affirmative Action.  Collaborated with the Governor’s Office to establish improved diversity goals. Delivered Diversity Awareness training to over 4887 employees statewide in Fiscal Year 2007 and ran Diversity Train-the-Trainer Programs to make this program more widely available to employees.  Drafted a new progressive discipline guide for managers and prevailed in 80% of labor arbitration cases in FY07.  Successfully recruited over 13,000 candidates for the 2007 Police Officer exam, an overall increase of 28% from the last police officer exam in 2005. Minority candidates increased in the following communities:  Boston – 47% of the applicants were minorities, an increase of 73%.  Chelsea – 64% of the applicants were minorities, an increase of 45%.  Lynn – 36% of the applicants were minorities, an increase of 26%.  Launched the Performance and Career Enhancement (PACE) Learning Management System on 6/22/07 in collaboration with 13 Executive Branch agencies. PACE is a one-stop training registration and tracking system.  Hosted the Annual Performance Recognition Program (PRP) Luncheon at the Boston Sheraton for over 300 award recipients. More than 1000 attendees were present including Governor Patrick and Leslie Kirwan, Secretary for Administration and Finance.  Drafted a Manager Handbook for current and new managers to provide a consistent and clear understanding of policies, procedures and programs, including: labor relations, budget, procurement, employment laws and policies, and benefits.  Reduced total Workers’ Compensation claims filed by 3.7% and “Lost Time” claims by 6%.  Promulgated “960-Hour” Employee Guidelines.  Validated and modernized the majority of civil service exams and implemented the first on- line exams for over 60 military applicants at 25 military stations including Iraq and Afghanistan. 5
  6. 6. Our Shared Services Partners **** Secretariat HR Council**** Members Secretariat HR Directors Maurice Wright, Executive Office of Energy Donna McGee, Department of Housing and and Environmental Affairs Community Development Dean Denniston, Executive Office of Health Diana Salemy, Executive Office of Housing and Human Services and Economic Development Irma Gutierrez, Executive Office of Public Donna Leete, Office of Consumer Affairs Safety and Business Regulation Diana Jeong, Executive Office of Housing Lois Shaevel, Department of Workforce and Economic Development Development Lauren Johnson, Office of the State Barbara Robinson, Housing and Comptroller Community Development Swee Lin Wong-Wagner, Executive Office of Transportation and Public Works HRD Members Joan Lenihan, Department of Labor and Paul Dietl, Chair, Chief Human Resources Workforce Development Officer Jeff McCue, Executive Office of Health and Sandra Borders, Director, Office of Human Services Diversity and Equal Opportunity Valian Norris, Department of Elementary & Mark D’Angelo, Director, Office of Secondary Education Employee Relations Susan Montgomery-Gadbois, Department George Bibilos, Director of Organizational of Revenue Development Deidre Travis-Brown, Director of Training and Learning Development **** Task Forces **** SERV During 2007, with the assistance of a task force of its shared services partners, HRD created guidelines for the Governor’s new SERV (State Employees Serving as Volunteers) program. The task force also focused on communication and marketing of the SERV program. Members of the task force included: Leader: Natalie Joanetta Hill, EOT Cheryl Malone, HRD Wadzinski, HRD Shelly John, DOR Lexi McInnis, DOC Marlena Davis, DIA Lauren Johnson, OSC Christina Mills, GOV Terry Dolan, GOV Adrianne Level, HRD Rodney Stevens, ENV Donna Flynn, EHS Nathan Makdad, DOE Jeannine Zichella, EHS MCR HRD convened a working group to improve the design and administration of the Management Compensation Review program during 2007. The task force recommended that more control over the program be delegated to agencies, and developed an improved worksheet on which agencies calculated merit increases. Members of the taskforce included: Leader: Larry Albert, Ed Bertorelli, EOT HRD George Bibilos, HRD 6
  7. 7. Linda Bolduc, DOE Steve Catino, DOE Dolores Ciarlante, DCP Stephen Fulchino, LIB Lana Jerome, EHS Martin Lydon, GIC Lisa Pollack, HRD George Reed, EOT Rodney Stevens, ENV 7
  8. 8. Employee Recognition Program The Human Resources Division (HRD) coordinates the annual Commonwealth of Massachusetts Performance Recognition Program. The program gives formal recognition to Commonwealth employees who make meaningful contributions and focuses attention on consistent, positive achievements by both individuals and teams of state employees. Awards are given in three categories: • Commonwealth Citation for Outstanding Performance • Eugene H. Rooney, Jr. Public Service Award • Manuel Carballo Governor’s Award for Excellence in Public Service The yearlong planning and selection process culminates in an annual awards ceremony to recognize award recipients. This year, the awards ceremony and luncheon was held at the Sheraton Boston Hotel, hosted by Secretary of Administration & Finance Leslie Kirwan and HRD. Governor Deval Patrick addressed the crowd, speaking about the importance of state service and the value he places on those who serve in the public sector. He then presented the Rooney and Carballo awards, thanking the award winners for their dedication and contributions to the Commonwealth. There were over one thousand people in attendance, including Citation, Carballo and Rooney winners along with their guests, Cabinet Secretariats and Agency Heads. The Commonwealth Citation for Outstanding Performance is given to Executive Branch employees of the Commonwealth who have demonstrated exemplary work performance. In 2007, 310 citations were awarded statewide. The Eugene H. Rooney, Jr. Public Service Award During his 21 years of public service, Eugene Rooney believed that the most important investment was that made in human resources. In honor of Eugene Rooney, this award recognizes an individual or group of individuals who have excelled in the development of human resources. In 2007, two awards were given to the following individuals: Lisa Pollack, Personnel Analyst III, Human Resources Division EOHHS Management Certificate Program Workgroup, Executive Office of Health and Human Services The Manuel Carballo Governor’s Award for Excellence in Public Service is the Commonwealth’s highest honor for Executive Department employees. The award recognizes and honors state employees who personify excellence in public service. Five individuals and five groups were selected to receive the award this year. The following winners were honored in 2007: Aurora B. Bautista, Professor, Behavioral Science, Bunker Hill Community College Rosemary A. Bevins, Deputy Facility Director, Hogan Regional Center, Department of Mental Retardation Dennis Gauthier, Area Director, New Bedford Area Office, Department of Social Services David Guilford, Security System Administrator, Bureau of State Office Buildings Juan Valerio, Outreach Educator, Division of Tuberculosis Prevention, Department of Public Health Comfort Care Unit (Hospice Team), Soldiers’ Home in Holyoke Danversport Explosion Response Team, Department of Environmental Protection Disability Determination Services Homeless Units (Boston and Worcester), Massachusetts Rehabilitation Commission Park Serve Day Team, Department of Conservation and Recreation SIMS Implementation Team, Executive Office of Elder Affairs
  9. 9. SERV Volunteer Program The State Employees Responding as Volunteers Program (SERV) is an employee benefit which is available to eligible employees in the Executive Branch who have at least six months of state service. Governor Deval Patrick created SERV by Executive Order 479 signed in January 2007. This was the third executive order Governor Patrick signed. The executive order is part of an overall strategy by the Patrick Administration to stir Massachusetts’ citizens into action and civic engagement by giving back to the local community via workplace volunteer programs or their own personal efforts. The policy, one of the most progressive in the nation, expanded the existing school volunteer, youth mentoring, and foster care volunteer programs to include new areas. With supervisor approval, an employee may volunteer during his/her regular work schedule up to one workday per month at an approved Massachusetts non-profit organization (7.5 or 8 hours/month; pro-rated for part-time employees). Eligible areas include: Education, Youth Mentoring, Public and Charter Schools, Health and Human Services, Public Safety, and the Environment. In July 2007, the program was highlighted at the first annual Governor’s Volunteer Expo. The Expo, sponsored by the Governor's Office of Public Liaison and the Human Resources Division, included over 50 Boston-area not-for- profit organizations that came together to share information on volunteer opportunities with potential volunteers and human resource professionals. The Human Resources Division has successfully marketed the program to include one-time and group opportunities to increase the level of participation among state employees. Impact of Our One-Time Group Volunteer Events Pine Street Inn, Boston • Five intra-agency teams of seven people per • 26 state volunteers prepared lunch for shift served meals to over 120 veterans per hundreds of homeless clients on 4 days in shift—Total meals served: over 600 meals December—Estimated total meals prepared: 1200 per shift. Room to Grow, Boston “Both the practical assistance that the SERV team provided “A great group of volunteers! I’m so • and statemoral support were so very important to both clients 14 their employee volunteers sorted through glad they’re becoming attached to the and staff.” Steve Cunniff, Community Affairs Manager at hundreds of donated coats and boots and “A great Inn!! We love having them here.” NESHV 12/07 dozens of bags of other donated clothing for Scottie Wait, Volunteer needy children aged 0-3 years. Coordinator at Pine Street Cradles to Crayons, Boston • Several agency teams assisted on several Left: Staff from the shifts by sorting donations and matching them Human Resources to the wish lists of some of the over 3,500 kids Division at the Pine Street aged 0-12 who lack the basic necessities like Inn warm winter coats and boots. Greater Boston Food Bank In a November New England Shelter for Homeless Veterans, 2007 shift, HRD Boston senior staff was • 19 state employee volunteers from nine matched with another different state agencies helped accept and private sector wrap hundreds of holiday gifts for needy volunteer group. veterans as part of the non-profit’s “Adopt-A- Collectively, Vet” program. the group of 17
  10. 10. volunteers accomplished the following in a 3 ¼ hour shift: • Sorted 7,842 pounds of food (80% was useable); an average of 369 pounds sorted per volunteer. • 4,828 meals made possible by this shift; an average of 284 meals made possible per volunteer. Each volunteer can make a measurable impact on others’ lives! Left: Human Resources Division Senior Staff at the Greater Boston Food Bank
  11. 11. The Commonwealth Workforce at a Glance General Statistics for the Commonwealth as of 2007 State Population 6,398,743* Population rank among all states 13th*** Approximate Full-Time Equivalent Commonwealth Employees 82,200 ****  Judicial and Legislative 9,000  Constitutional and District Attorney 3,600  Sheriff Departments 3,500  Higher Education (incl. UMass) 23,100  Executive Branch 43,000 Commonwealth Positions (Executive Branch only) as of 06/23/07 Employee population 44,825 ** Number of FTEs 43,283 ** State Employee population rank among all states 14th*** State Employee payroll rank among all states 13th*** Profile of Executive Branch Employees as of 6/23/07 Average Full Time Annual Salary $53,253 Average Age 46.55 Yrs. Average Length of Service 14.48 Yrs. Percent Represented by Unions 90.58% Percent Minorities 22.30% Percent Female 52.06% Annual Turnover Rate (voluntary/involuntary) 8.43% Percent of Retirement-Eligible Employees 18.38% (Estimates based on 55+ years of age and 10+ years of service) *Population est. 2005 based on United States Census Bureau Data: http://www.census.gov/compendia/smadb/TableA-01.xls ** Limited to employees in agencies that report to the Governor. In addition, these “Standard Workforce” statistics do not include contract or seasonal employees or board members. See definition of “Standard Workforce” at the following web link: http://www.iw.state.ma.us/ciwdata/hrcms/hrcms_stdworkforce.asp ***State Employee rank March 2002 based on United States Census Bureau Publication: http://www.census.gov/prod/2004pubs/gc023x2.pdf **** Source Note: Comptroller of the Commonwealth https://massfinance.state.ma.us/CommonCents/commonEmployeeResult.asp?pg=6 &cat=employee&num=2
  12. 12. GENERAL EMPLOYMENT TRENDS
  13. 13. State Population—Top 20 States * December 2005 (estimates) 1. California……………….36,132,000 2. Texas….………………..22,860,000 3. New York……………….19,255,000 4. Florida…………………..17,790,000 5. Illinois…………..……….12,763,000 6. Pennsylvania…………..12,430,000 7. Ohio……………………. 11,464,000 8. Michigan………..………10,121,000 9. Georgia…………………..9,073,000 10. New Jersey………………8,718,000 11. North Carolina…………...8,683,000 12. Virginia……………………7,567,000 13. Massachusetts…....……6,399,000 14. Washington.……………...6,288,000 15. Indiana….……………...…6,272,000 16. Tennessee…..……..….…5,963,000 17. Arizona……………………5,939,000 18. Missouri…………………..5,800,000 19. Maryland………………….5,600,000 20. Wisconsin…………….…..5,536,000 Rank Order by Ratio of State Employment to State Population Employees per 10,000 Population ** Top 20 Most Populous States 1. Washington…………….….182 2. New Jersey…………….….170 3. Maryland…………..…..…..165 4. Virginia…..……..……….…160 5. Missouri……………..……..158 6. North Carolina……..……...155 7. Massachusetts…......……149 8. Indiana….…………….……144 United States Average……………..143 9. Michigan…………………...141 10. Tennessee………………...141 11. Georgia…………………….135 12. New York…………………..131 13. Wisconsin……………….…128 14. Pennsylvania………..…….126 15. Ohio………………………..121 16. Texas………………………118 17. Illinois………………………115 18. Arizona…………………….112 19. California…………………..105 20. Florida……………………...104
  14. 14. * Source Note: 2005 Population estimates: State and Metropolitan Area Data Book: 2006—U.S. Census Bureau ** Full-time equivalent employees (includes employees not under Governor’s jurisdiction i.e. higher educ., judicial, etc.) Employment: Compendium of Public Employment: 2002, U.S. Dept. of Commerce, U.S. Census Bureau (Published Sept. 2004) EQUAL EMPLOYMENT
  15. 15. Race/Ethnicity in Executive Branch Labor Force* Compared to U.S. and Massachusetts’ Labor Forces** Race/Ethnicity in U.S. Labor Force 14% 4% White 11% Black Hispanic 71% Asian/Pac. Islander Race/Ethnicity in Massachusetts Labor Force 6% 5% 5% White Black Hispanic 84% Asian/Pac. Islander Race/Ethnicity in Executive Branch Labor Force 5% 3% 15% White Black Hispanic 77% Asian/Pac. Islander Source Notes: * EE0-4 Data Mart 6/23/2007 ** The State of Working Massachusetts 2007--Sept. 2007--Mass. Budget and Policy Center http://www.massbudget.org/StateOfWorkingMass2007.pdf
  16. 16. Five-Year Trend of Executive Branch Employment by Race and Sex* FY03 FY04 FY05 FY06 FY07 White 80.23% 77.46% 77.90% 77.53% 77.15% Black 13.71% 13.70% 14.28% 14.41% 14.43% Hispanic 4.27% 4.34% 4.54% 4.65% 4.76% Asian 2.65% 2.73% 2.85% 2.92% 2.95% Native .23% .22% .22% .22% .23% Am. Male 48.43% 48.35% 47.79% 47.70% 47.59% Female 51.57% 51.65% 52.21% 52.30% 52.41% RACE/ETHNIC MAKEUP OF STATE WORKFORCE FY03 to FY07 100% 80% Workforce Percent of White 60% Native Am. 40% Asian 20% Hispanic Black 0% FY03 FY04 FY05 FY06 FY07 * EEO-4 Data Mart
  17. 17. Executive Branch Employment by Major Secretariat, Race and Sex* M/F MALES Secretariat Grand Nat. % Total % White % Black % Hisp. % Asian % % Total Am. Administration & 3123 7.02% 1590 50.91% 1361 43.58% 94 3.01% 34 1.09% 91 2.91% 1 .03% Finance Education 551 1.24% 150 27.22% 125 22.69% 13 2.36% 3 0.54% 9 1.63% 0 .00% Economic 762 1.71% 382 50.13% 324 42.52% 30 3.94% 7 0.92% 12 1.57% 1 .13% Development Environmental 2943 6.61% 1961 66.63% 1758 59.73% 84 2.85% 19 0.65% 38 1.29% 7 .24% Affairs Health & Human 24199 54.36% 8084 33.41% 5604 23.16% 1754 7.25% 461 1.91% 237 0.98% 17 .07% Services Public Safety 8578 19.27% 6654 77.57% 5950 69.36% 398 4.64% 201 2.34% 71 0.83% 22 .26% Trans. & 2694 6.05% 1772 65.78% 1547 57.42% 104 3.86% 38 1.41% 79 2.93% 4 .15% Construction Labor & Workforce 1664 3.74% 681 40.93% 545 32.75% 74 4.45% 24 1.44% 32 1.92% 1 .06% Development TOTALS 44587 100% 21312 47.79% 17214 38.67% 2551 5.73% 787 1.77% 569 1.28% 53 .12% FEMALES Secretariat Nat. Total % White % Black % Hisp. % Asian % % Am. Administration & Finance 1533 49.09% 1179 37.75% 186 5.96% 73 2.34% 91 2.91% 1 .03% Education 401 72.78% 325 58.98% 40 7.26% 13 2.36% 22 3.99% 1 .18% Economic Development 380 49.87% 272 35.70% 56 7.35% 17 2.23% 26 3.41% 2 .26% Environmental Affairs 982 33.37% 809 27.49% 82 2.79% 19 2.49% 32 1.09% 3 .10% Health & Human Services 16115 66.59% 11569 47.81% 3050 12.60% 998 4.12% 438 1.81% 34 .14% Public Safety 1924 22.43% 1612 18.79% 197 2.30% 65 0.76% 29 0.34% 5 .06% Transportation & Construction 922 34.22% 691 25.65% 141 5.23% 48 1.78% 40 1.48% 2 .07% Labor & Workforce Development 983 59.07% 701 42.13% 140 8.41% 86 5.17% 53 3.19% 2 .12% TOTALS 23240 52.21% 17158 38.55% 3892 8.74% 1319 2.96% 731 1.64% 50 .11% * EEO-4 Data Mart 6/23/07
  18. 18. Executive Branch Employment by EEO-4 Occupational Groups* M/F MALES EEO-4 Grand Nat. Occupational % Total % White % Black % Hisp. % Asian % % Total Am. Group Officials and Administrator 3863 8.56% 2069 53.55% 1876 48.56% 114 2.95% 34 .88% 30 .77% 2 .05% s Professionals 20938 46.38% 8455 40.38% 7048 33.66% 671 3.20% 295 1.40% 389 1.85% 9 .04% Technicians 1916 4.24% 751 39.19% 640 33.40% 71 3.70% 14 .73% 21 1.09% 1 .05% Protective Service: 6069 13.44% 5363 88.36% 4754 78.33% 356 5.86% 173 2.85% 54 .88% 23 .37% Sworn Protective Service:Non- 6587 14.59% 2560 38.86% 1225 18.59% 1115 16.92% 167 2.53% 45 .68% 5 .07% Sworn Office/Clerical 3397 7.52% 391 11.51% 278 8.18% 64 1.88% 23 .67% 18 .52% 1 .02% Skilled Craft 945 2.09% 896 94.81% 791 83.70% 61 6.45% 26 2.75% 6 .63% 7 .74% Service 1353 3.00% 967 71.47% 735 54.32% 114 8.42% 65 4.80% 13 .96% 5 .36% Maintenance TOTALS 45068 100% 21452 47.6% 17347 38.5% 2566 5.69% 797 1.77% 576 1.28% 53 .12% FEMALES Nat. EEO-4 Occupational Group Total % White % Black % Hisp. % Asian % % Am. Officials and Administrators 1794 46.44% 1532 39.65% 174 4.50% 42 1.08% 34 .88% 2 .05% Professionals 12483 59.61% 9595 45.82% 1467 7.00% 802 3.83% 542 2.58% 27 .12% Technicians 1165 60.80% 936 48.85% 154 8.03% 47 2.45% 25 1.30% 1 .05% Protective Service: Sworn 706 11.63% 582 9.58% 92 1.51% 28 .46% 3 .049% 1 .01% Protective Service:Non-Sworn 4027 61.13% 2290 34.76% 1472 22.34% 188 2.85% 58 .88% 7 .10% Office/Clerical 3006 88.48% 2180 64.17% 527 15.51% 196 5.76% 77 2.26% 9 .26% Skilled Craft 49 5.18% 37 3.91% 9 .95% 2 .21% 1 .10% 0 0% Service Maintenance 386 28.52% 270 19.95% 48 3.54% 44 3.25% 12 .88% 3 .22% TOTALS 23616 52.41% 17422 38.67% 3943 8.74% 1349 2.99% 752 1.67% 50 .11% * EEO-4 Data Mart 6/23/07
  19. 19. Executive Branch Labor Force by EEO4 Code * Officials and Administrators Professionals Technicians 8% 2% 3% 9% Protective Service:Sworn 15% Protective Service:Non- 46% Sworn 13% Office/Clerical 4% Skilled Craft Service Maintenance * EEO-4 Data Mart 6/23/07
  20. 20. Ave. Full-Tim e Salary by Age Group Executive Branch Workforce $70,000 Average F/T Salary $60,000 20-29 $50,000 30-39 $40,000 40-49 $30,000 50-59 $20,000 60-69 $37,590 $48,822 $53,960 $57,381 $56,561 $54,084 $10,000 70+ $0 Age Group Average full-time salary increases in proportion to years of service but not age group. Average Full-Tim e Salary by Years of Service Executive Branch Workforce $70,000 $60,000 Average F/T Salary $50,000 <5 $40,000 5-10 $30,000 10-20 $49,118 $43,932 $56,115 $59,188 $20,000 >20 $10,000 $0 Years of Service HR/CMS 6/23/07
  21. 21. Ave. Full-Time Salary by Race Executive Branch Workforce $60,000 Average F/T Salary $50,000 White $40,000 Black $30,000 Hispanic $55,284 $43,132 $51,267 $45,575 $56,307 $20,000 Asian $10,000 Nat. Am. $0 Race Ave. Full-Time Salary by EEO4 Occupational Code Executive Branch Workforce $80,000 Officials/Administrators $70,000 Professionals $79,039 Average F/T Salary $60,000 Technicians $50,000 Prot. Service:Sworn $57,355 $49,766 $40,000 $47,812 Prot. Service:Non-Sworn $40,261 $30,000 $39,156 $30,161 $32,318 Office/Clerical $20,000 Skilled Craft $10,000 Service Maint. $0 Black employees in the Executive Branch workforce have the lowest average full-time salary primarily due to the large proportion (40%) of the Black workforce that is employed in the lowest paid occupational group category (Non-Sworn Protective Service). This category includes such titles as Mental Health Worker, Mental Retardation Worker, Nursing Assistant, etc. which are generally entry-level titles. HR/CMS 6/23/07
  22. 22. EMPLOYEE MOBILITY
  23. 23. 5 YEAR EXECUTIVE BRANCH SEPARATIONS * Female Minority Involuntary Voluntary Total Total Fiscal Year Separations Separations Separations Separations Separations Turnover % FY03 54.6% 27.9% 15.8% 84.2% 3949 8.63% FY04 54.6% 27.9% 12% 88% 3400 7.64% FY05 56.3% 23.5% 8.5% 91.5% 4876 11.05% FY06 53.6% 25.8% 11.1% 88.9% 3974 8.86% FY07 53.5% 26% 12.4% 87.6% 3812 8.43% 5 Year Executive Branch Turnover Total Turnover Percent 11.05% 12.00% 8.63% 7.64% 8.86% 8.43% The spike in 10.00% FY05 8.00% turnovers Is Overall indicative of a special Turnover 6.00% early Percent retirement 4.00% incentive program. 2.00% 0.00% FY03 FY04 FY05 FY06 FY07 Fiscal Year 5 Year Executive Branch Turnover Minority/Female Separations 100.00% 80.00% 60.00% Number of Total Separations Separations 40.00% Female Minority 20.00% 0.00% FY03 FY04 FY05 FY06 FY07 Fiscal Year * Commonwealth of Mass. EE0-4 Data Mart as of 12/07. Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.
  24. 24. 5 Year Executive Branch Turnover Voluntary/Involuntary Separations 100.00% 80.00% 60.00% Voluntary Separations Number of Involuntary Separations Separations 40.00% Total Separations 20.00% 0.00% FY03 FY04 FY05 FY06 FY07 Fiscal Year * Commonwealth of Mass. EE0-4 Data Mart--12/07. Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.
  25. 25. FY07 Executive Branch Separations by EEO-4 Occupational Group and Race * Executive Branch Terminations and Workforce Presence by EEO4 Occupational Group 50.00% 50.00% Percent of Employees in Workforce 45.00% 45.00% Percent of Total Terminations 40.00% 40.00% 35.00% 35.00% 30.00% 30.00% Percent of The number of Terminations in 25.00% 25.00% terminations Workforce among Non- 20.00% 20.00% Employees as Sworn 15.00% 15.00% Percent of Protective 10.00% 10.00% Workforce Service** employees is 5.00% 5.00% much greater 0.00% 0.00% than their workforce Administrators Professionals Protect. Svc: Technicians Svc.:Sworn Skilled Craft Office/Clerical Maintenance Non-Sworn Officials and presence due Protect. Service to high voluntary turnover. Executive Branch Terminations and Workforce Presence by Racial/Ethnic Group Percent of Terminations in 80.00% 80.00% Presence in Workforce 70.00% 70.00% Percent of 60.00% 60.00% Terminatons in Workforce 50.00% 50.00% Workforce 40.00% 40.00% Employees as % of 30.00% 30.00% Workforce 20.00% 20.00% 10.00% 10.00% 0.00% 0.00% Black Hispanic White Asian American Native *6/23/07 EEO-4 Data Mart ** Non-Sworn Protective Service occupations include such titles as Mental Health Worker, Mental Retardation Worker, Nursing Assistant, etc. Note: Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.
  26. 26. Executive Branch Turnover by Major Secretariat FY05- FY07 * Secretariat FY05 FY06 FY07 Administration & Finance 5.23% 5.88% 6.55% Education 13.93% 10.19% 8.70% Economic Development 7.32% 4.00% 9.89% Environmental Affairs 8.96% 5.53% 5.15% Health & Human Services 14.17% 9.92% 9.43% Public Safety 7.54% 8.18% 7.31% Transportation & 8.04% 8.04% 7.04% Construction Labor & Workforce Development N/A 16.50% 6.80% Data reflects reorganization of Economic Development Total Executive Branch 11.05% 8.86% 8.43% and Labor & Workforce Development secretariats Executive Branch Turnover by Secretariat during this FY05-FY07 period. 50.00% 45.00% Turnover Percentage 40.00% 35.00% FY07 30.00% 25.00% FY06 20.00% FY05 15.00% 10.00% 5.00% 0.00% S E D TC EA PS D F H O EE AN LW H EO EO EO D EO Secretariat * Commonwealth of Mass. EE0-4 Data Mart as of 12/07. Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.
  27. 27. Two Year Comparison of Executive Branch Employee Promotions by Race and Sex* Executive Branch Promotions and Workforce Presence by Race and Sex in FY07 90.00% 90.00% Percentage of Promotions in Workforce Percentage of Employees in Workforce 80.00% 80.00% 70.00% 70.00% 60.00% 60.00% Percentage of 50.00% 50.00% Promotions in Workforce 40.00% 40.00% Employees as % of 30.00% 30.00% Workforce 20.00% 20.00% 10.00% 10.00% 0.00% 0.00% B ic A As k is ite er n e Fe ale an c al m ia n la h pa ic M m W H e iv at N Executive Branch Promotions and Workforce Presence by Race and Sex in FY06 Percentage of Employees in Workforce 90.00% 90.00% 80.00% 80.00% Percentage of Promotions 70.00% 70.00% Percentage of 60.00% 60.00% Promotions in 50.00% 50.00% Workforce 40.00% 40.00% Employees as % of Workforce 30.00% 30.00% 20.00% 20.00% 10.00% 10.00% 0.00% 0.00% te ic ck n n e e al al hi an la sia ca W isp B A eri M em H m F A e iv at N *EEO-4 Data Mart as of 12/07. Statistics are for Executive Branch agencies, not including seasonal or contract positions.
  28. 28. Two Year Comparison of Executive Branch Employee New Hires by Race and Sex* Executive Branch New Hires and Workforce Presence by Race and Sex in FY07 Percentage of Employees in Workforce 80.00% 80.00% 70.00% 70.00% Percentage of Percentage of New Hires 60.00% 60.00% New Hires 50.00% 50.00% 40.00% 40.00% Percentage of Employees in 30.00% 30.00% Workforce 20.00% 20.00% 10.00% 10.00% 0.00% 0.00% B ic A As k is ite er n Fe ale e an c al m ia n la h pa ic M m W H During FY06 and e iv FY07, the percentage at N of new hires that were Black and/or female exceeded the percentage of Black and female Executive Branch New Hires and Workforce Presence employees in the by Race and Sex in FY06 state workforce. 80.00% 80.00% Percentage of Employees in Workforce 70.00% 70.00% Percentage of New Hires 60.00% 60.00% Percentage of New 50.00% 50.00% Hires 40.00% 40.00% Percentage of 30.00% 30.00% Employees in Workplace 20.00% 20.00% 10.00% 10.00% 0.00% 0.00% A k Bl c Hi hite e er n Fe le an ac i al a an a Am si ic M m W sp e t iv Na * EEO-4 Data Mart Statistics are for Executive Branch agencies, not including seasonal or contract positions.
  29. 29. EMPLOYEE CHARACTERISTICS
  30. 30. 5 Year Snapshot of Executive Branch Workforce* Fiscal Year FY03 FY04 FY05 FY06 FY07 # Employees 44,810 43,290 44,208 44,896 44,825 # FTE Employees 43,285 41,743 42,672 43,301 43,283 Average F/T Salary $47,879 $48,476 $49,048 $50,906 $53,253 Average Years of Service 13.84 13.73 13.87 14.01 14.48 Average Age (Years) 45.27 45.37 45.71 46.01 46.55 Female Workforce % 51.82% 51.92% 52.10% 52.13% 52.06% Minority Workforce % 20.59% 21.40% 21.97% 22.35% 22.30% 5 Yr. Trend Average Age Executive Branch Workforce 54.00 52.00 50.00 Years 48.00 46.00 44.00 42.00 40.00 FY03 FY04 FY05 FY06 FY07 * Source Note: Data from HR/CMS System
  31. 31. The Employees in the Executive Branch Workforce Employee Distribution by Major Secretariats* Health & Human 519 Services Administration & 8,565 Finance Education Transportation & Construction Labor & Workforce 2,923 Development 23,946 Economic 757 Development 1,658 Environmental Affairs 2,677 Public Safety 536 Other 3,244 Average Salary by Secretariat* 3 8 6 5 4 $70,000 9 37 72 76 38 36 39 7 2, 3, 3, 9, 8, 7, 93 7 $6 $6 $6 $5 $5 44 $5 1 3, $60,000 84 1, $5 8, $5 $4 $50,000 $40,000 $30,000 $20,000 $10,000 $0 AF EA S TC R S D D E H HE P O EE LW EO EO O O EO D T E E D O * HR/CMS 6/23/07 Statistics are for Executive Branch agencies, not including seasonal or contract positions.
  32. 32. Executive Branch Workforce Characteristics Last 5 Fiscal Years: Length of Service* Average Length of Service - last 5 Fiscal Years The Average 16.0 Length of 15.5 Lenth of Service - by years Service for 15.0 14.5 14.48 Executive 14.0 13.87 14.01 13.84 13.73 Branch 13.5 13.0 employees is 12.5 14.48 years. 12.0 4 11.5 11.0 FY03 FY04 FY05 FY06 FY07 Average length of service did not show significant change over the past five fiscal years, with service years ranging from 13.73 years to 14.48 years at its highest average. Retirement Eligibility Statistics Retirement Eligibility for FY03 – FY07* Age / Length of Service Fiscal Year 50 / 5 55 / 10 65 / 25 2003** 30.66% 14.28% .64% 2004 30.49% 13.41% .59% 2005 32.19% 14.92% .61% 2006 34.10% 16.67% .65% 2007 36.41% 18.38% .66% Employees are generally eligible for retirement when they reach 55 years of age and 10 years of service or have 20 years of service at any age. The chart above shows that as of June 23, 2007, 18.38% of Executive Branch employees were eligible for retirement. In 2012, 36.41% of the Executive Branch employees are projected to be eligible for retirement, without allowing for turnover. This figure is reflective of the aging demographic and is being addressed through Workforce Planning activities. * Data Source: HR/CMS ** Early Retirement Incentive Offered in March 2002 and October 2003.
  33. 33. Five-Year Trend of State Employment by Major Secretariat * Secretariat ** FY03 FY04 FY05 FY06 FY07 Administration & Finance 3373 3111 3233 3314 3244 Education 532 519 529 550 536 Economic Development 2448 2404 2381 2334 757 Environmental Affairs 3793 2499 2614 2756 2923 Health & Human Services 24693 23583 23809 24021 23946 Public Safety 9380 8924 8238 8540 8565 Trans. & Construction 1878 1814 2789 2743 2677 Labor & Workforce Development 1658 Housing & Community Development 207 197 203 201 Other 258 239 412 437 519 GRAND TOTAL 46562 43290 44208 44896 44825 Five-Year Trend of Full-time Average Salary by Major Secretariat* Secretariat FY03 FY04 FY05 FY06 FY07 Administration & Finance $56,854 $57,763 $58,114 $61,043 $63,373 Education $56,012 $57,535 $58,349 $61,925 $63,766 Economic Development $53,738 $49,627 $50,913 $54,080 $62,728 Environmental Affairs $51,808 $52,845 $52,647 $54,988 $57,399 Health & Human Services $43,511 $44,003 $44,841 $46,733 $48,841 Public Safety $53,237 $53,854 $55,377 $55,177 $58,364 Trans. & Construction $48,723 $49,444 $45,644 $49,179 $51,447 Labor & Workforce Development ** $53,937 Housing & Community Development ** $57,951 $59,829 $60,251 $63,764 Other $48,316 $63,174 $58,246 $60,526 $59,385 * Source Note: Data from HR/CMS System ** Changes in headcount may have been affected by agency reorganizations
  34. 34. WORKFORCE PLANNING
  35. 35. Top 20 Executive Branch Job Titles Ave. Ret. Credited Ret. Eligibility Ave. F/T # Ave. Service Eligibility 20 yrs. Annual Percent Percent Title Jobs* Age* (yrs.) ** 55/10 ** Svc. ** Salary* Females* Minorities* Mental Retardation Worker I 3324 42.6 8.06 0.37% 11.24% $28,282.15 67.45% 46.51% Correction Officer I 2657 39.6 11.50 2.97% 16.02% $51,126.96 11.40% 14.34% Social Worker (C) 1268 42.8 14.04 16.04% 21.05% $53,828.18 79.18% 23.50% Social Worker (A/B) 1050 32.4 3.56 0.80% 1.25% $42,952.81 79.24% 37.43% State Police Trooper,1st Class + 1039 42.8 15.97 26.08% $68,038.94 11.93% 12.32% Ben Elig & Refer Soc Wrk (A/B) 972 49.4 17.84 29.82% 54.10% $48,535.03 76.85% 36.83% Human Services Coord (A/B) 927 46.7 14.00 15.10% 31.20% $51,225.95 67.75% 18.55% Mental Retardation Worker II 923 48.2 16.10 25.88% 36.94% $32,764.48 62.30% 38.89% Program Coordinator III 777 48.5 15.01 22.19% 32.03% $62,877.30 62.16% 15.06% Registered Nurse II 650 48.9 10.31 14.02% 15.40% $73,846.23 88.15% 26.46% Program Coordinator II 629 46.3 13.78 24.84% 28.44% $55,477.24 73.45% 24.01% Mental Health Worker I 601 43.1 8.11 7.61% 7.61% $28,308.74 46.09% 47.42% Correction Officer II 583 43.4 17.16 5.74% 31.00% $58,889.17 8.40% 10.81% State Police Trooper + 575 32.6 5.29 0.00% $56,593.98 4.52% 6.61% Nursing Assistant I 554 43.3 6.93 8.06% 7.14% $28,219.02 83.39% 60.47% Sys Programmer/Sys Supv, Pdpp 551 48.5 13.51 20.39% 27.94% $77,263.56 27.40% 14.34% Administrative Assistant I 511 46.7 12.55 16.83% 26.31% $41,956.82 89.43% 27.98% Social Worker (D) 475 46.7 18.01 24.84% 38.11% $62,425.88 76.21% 18.11% Clerk III 437 48.7 13.57 25.41% 28.47% $33,629.44 93.14% 29.52% Clerk IV 436 50.2 15.08 26.70% 35.60% $37,489.86 89.68% 27.06% Top 20 Executive Branch Job Titles 18939 44.6 12.52 $49,686.59 55.73% 28.25% Percent of All Exec. Branch Jobs 42.36% * HR/CMS 6/23/07 ** Retirement Board credited service--12/31/07 + State Troopers are eligible to retire at any age with 20 years of service Note: Retirement eligibility is generally based upon either reaching age 55 with 10 yrs. of service or 20 yrs. of service at any age

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