Using Workforce Analytics to Drive a Compliant, Diverse Culture

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  • 1. Using Workforce Analytics to Drive a Compliant, Diverse Culture Speaker: Roy Zambonino Senior Solutions Consultant Peoplefluent Moderator: Kellye Whitney Managing Editor Talent Management magazine #TMwebinar
  • 2. •  Q&A –  Click on the Q&A icon on your floating toolbar in the bottom right corner. –  Type in your question in the space at the bottom. –  Click on “Send.” #TMwebinar
  • 3. Tools You Can Use•  Polling –  Polling question will appear in the “Polling” panel. –  Select your response and click on “Submit.” #TMwebinar
  • 4. Frequently Asked Questions1. Will I receive a copy of the slides after the webinar? YES2. Will I receive a copy of the recording after the webinar? YES Please allow up to 2 business days to receive these materials. #TMwebinar
  • 5. Using Workforce Analytics to Drive a Compliant, Diverse Culture Kellye Whitney Managing Editor Talent Management magazine #TMwebinar
  • 6. Using Workforce Analytics to Drive a Compliant, Diverse Culture Roy Zambonino Senior Solutions Consultant Peoplefluent #TMwebinar
  • 7. Using Workforce Analytics to Drivea Compliant, Diverse Culture 12/1/11 7
  • 8. Agenda   1 Trends Driving the Need for Better Workforce MetricsRoy Zambonino, MBA 2   Visibility into your organization - Strategies to leverage workforce data 3   Workforce Intelligence - Reporting and dashboards to drive management accountability 4   Engagement - Effective communication of goals and values to all levels of the organization 8
  • 9. Are you a federal contractor?q Yesq Noq I’m not sure 9
  • 10. 2010 marked highest number of EEO claims in 45-year history. 10
  • 11. EEOC Claims Year100,000 95,000 90,000 # of claims 85,000 80,000 75,000 2005 2006 2007 2008 2009 2010 11
  • 12. EEOC Claims Type of Percentage Year Discrimination100,000 Race 35.9% 95,000 Sex 29.1% National Origin 11.3% 90,000 Religion 3.8% 85,000 Retaliation 36.3% Retaliation-Title 31% 80,000 VII 75,000 Age 23.3% Disability 25.2% Equal Pay 1% 12
  • 13. OFCCP Focus Patricia Shiu - OFCCP 13
  • 14. Understanding Your Talent LifecycleEEOC OFCCPAny employer with Compensa1on   Federal contractor with15 or more employees 50 or more employees • Incen;ve   Management   Recrui1ng   Performance   •  Hiring  workflows   Management   •  Con;ngent   • Job  Profiles   •  Salaried   • Goal  Management   •  Hourly   and  Appraisals     •  Disposi;on  Codes   •  Data  Management   Techniques   •  Assessments   Succession  Planning   • Talent  Assessment     • Succession  Pools     14
  • 15. How Peoplefluent Can Help Compensa1on   • Equal  Pay  Studies   • Pay  Progression   Studies  Performance  Management   Recrui1ng  • Performance  Ra;ng   Workforce  Metrics   Studies   • Hiring  Process  Reviews  • Employee  Reten;on   • Steps  Analyses   Studies   • Test  Valida;on   • Training  and  Audit  Support   Succession  Planning   • Talent    Profile   Assessments   • Adverse  Impact  Analyses   15
  • 16. The Cost of Defending a Claim What do these OFCCP and EEOC claims cost organizations? 1.  On average, $830,000 to avoid settling one OFCCP systemic discrimination claim 2.  A minimum of $300,000 to avoid settling one employment law claim 3.  Up to $1,000,000 to avoid resolving an employment practice liability claim 4.  Anywhere from $445,000 - $990,000, depending on industry, to avoid one jury verdict for an employment discrimination case. 16
  • 17. Recent OFCCP Case WHO   VIOLATIONS   RESULT   § Record retention §  Pay $700,000 OFCCP v. InterCall § Failure to perform §  Record keeping (2/1/2011) adverse impact §  Develop action- analysis oriented programs §  Did not develop §  Develop internal action-oriented audit and reporting programs § No internal audit and reporting system § Adverse impact 17
  • 18. Points to Remember •  Greater efforts and focus from federal agencies against workplace discrimination – veteran status, disability, age •  Increase in EEO claims – agencies are talking to each other •  Leverage affirmative action and diversity initiatives as a business asset to protect your organization and enhance your brand – internally & externally 18
  • 19. The Journey ofAFFIRMATIVE ACTION AND DIVERSITY PLANNING 19
  • 20. Where are you in your diversity planning journey?q  Diversity plan but no solid measuring processq  Measuring diversity but not sure what to do with dataq  Interested in starting a diversity program 20
  • 21. Strategies to Enhance Your Diversity andAffirmative Action Programs 21
  • 22. Strategies to Enhance Your Diversity andAffirmative Action Programs Total  Visibility   •  Diversity    &  Management  Level  Analysis   Total   •  Product  Line   Visibility   •  Business  Unit   •  Region  /  District   •  Job  Title   •  Job  Bands     •  Compliant  level  analysis   Workforce   Engagement   •  Loca1on     Intelligence   •  Job  Group     •  Analyze  all  levels  concurrently   22
  • 23. TotalView ® Visibility Up, Down and Across the Organization Overall OrganizationUpper levels ofOrganizationGreater visibilitywithin a specificdepartments orlocations Up to 10 levels 23
  • 24. TotalView ® View your organization the way you do business!•  Product line•  Geography•  Function•  Dotted line reporting•  Matrix reporting• Division• Provost• School• Department Unlimited number of structures; designed to grow & change with your institution 24
  • 25. Plan Structure 1Employee Data •  Organizational Codes •  Company •  Business •  Division Diversity •  District Plans •  ….. •  Position Data •  Job Title •  Job Group •  ….. •  Personal Data Plan Structure 2 •  Race •  Gender •  Employee Name •  Employee ID Management •  ….. Plans •  User Defined Data •  Any other user defined information •  ….. 25
  • 26. Plan Structure 1Historical Data •  Organizational Codes •  Company •  Business •  Division Diversity •  District •  ….. Plans •  Position Data •  Job Title •  Job Group •  ….. •  Personal Data •  Race •  Gender Plan Structure 2 •  Employee Name •  Employee ID •  ….. •  User Defined Data •  Any other user defined information Management •  ….. Plans •  Event Detail •  Transaction Code •  Transaction Date •  ….. 26
  • 27. Strategies to Enhance Your Diversity andAffirmative Action Programs Workforce  Intelligence     Total  Visibility   •  Repor;ng   •  Charts  &  Graphs   •  Tabular  Reports   •  Trend    Reports   •  Compensa;on  Analysis   •  Dashboards   •  Adhoc  /  On-­‐Demand     Workforce   Engagement   Intelligence   27
  • 28. Scorecards 28
  • 29. Goal and Gap Reporting 29
  • 30. Dashboards 30
  • 31. Representation Gap Analysis•  Evaluate the representation of women and minorities over a period of time•  Measure the effectiveness of outreach efforts over Multiple years•  Measure the effectiveness of outreach efforts within the current year•  Identify barriers to entry by analyzing university success, by department, campus, dean, etc. 31
  • 32. Demographics Trends•  Analyze the selection rate of women & minorities vs. the labor market benchmark and the applicant pool generated by Recruiters•  Analyze selection rates and applicant pool representation•  Measure the effectiveness of outreach and recruitment programs 32
  • 33. Identifying Areas of Potential Risk AAP Profile Reports Executive Summaries Compensation Analyses •  Monitoring Plan Profile Rollup •  Narrative summaries •  1st Pass •  Monitoring Plan Profile •  Presentations •  Regression •  Training •  Rank-Sum 33
  • 34. Strategies to Enhance Your Diversity andAffirmative Action Programs Engagement     Total   Visibility   • Effec;ve  communica;on  of   goals  and  values   • Good  Faith  Effort  and   Document    Management   Workforce   Engagement   • Training   Intelligence   • Consistency   • Documenta;on     34
  • 35. TotalView ®Manager Engagement Up, Down and Across the Organization 35
  • 36. Good Faith Efforts 1   Outreach     2   Recruitment   3   Training     36
  • 37. Good-Faith Efforts •  Use placement offices •  Contact sources of veteran, disabled, female and minority applicants •  Have an annual meeting of your recruiting sources at your facility; give a tour and discuss qualification requirements of your organization •  Document your efforts! 37
  • 38. Examples of Good Faith Efforts•  Contact with specified schools, colleges, religious organizations, and other institutions that are prepared to refer women and minorities for employment;•  Identification of community leaders as recruiting sources;•  Holding of formal briefing sessions, preferably on company premises, with representatives from recruiting sources;•  Conduct of campus tours, including presentation by minority and female faculty and admin employees of clear and concise explanations of current and future job openings, position descriptions, worker specifications, explanations of the university’s selection process, and recruitment literature;•  Encouragement of minority and female faculty and admin employees to refer applicants;•  With special efforts the inclusion of minorities and women in personnel department staffs;•  The availability of minority and female employees for participation in career days, youth motivation programs, and related community activities;•  Recruitment at secondary schools, junior colleges, and colleges with predominantly minority or female enrollments;•  With special efforts the contact with minorities and women when recruiting at all schools;•  Special employment programs undertaken whenever possible, such as technical and non-technical co-op programs with predominantly black and women’s colleges, summer jobs for underprivileged youth, and motivation programs for the hardcore unemployed;•  Inclusion of minority and female employees in recruiting brochures pictorially presenting work situations;•  Expansion of help-wanted advertising to regularly include the minority news media and women’s interest media. 38
  • 39. Compliance Reporting CenterGFE Alerts Multiple users can access reports at multiple levels You manage the site Store any type of electronic file 39
  • 40. Good Faith Efforts DashboardManage plans by status of activity •  Quickly spot establishment’s level of good faith effort activity with yellow, green, or red indicators •  Configurable settings for recent and older activities 40
  • 41. Good Faith Efforts GAP AnalysisGet feedback on GFE impact on applicant pool/representation The Gap Outreach Dashboard provides external census demographics, applicant pool representation, and current representation metrics by establishment and job group. 41
  • 42. Document Management •  CRC becomes the single source for compliance and diversity related information for your employees, managers, and executives •  Post compliance and/or Diversity documents to the CRC •  Collaborate with establishments, managers, and OFCCP electronically via the internet •  Transfer data files securely with Peoplefluent consultants and support representatives 42
  • 43. Good Faith Efforts EffectivenessEffectiveness Measurement Applicant  Flow  Data   Recruitment   Hiring  Process Correc1ve  Ac1on  and   Documenta1on     Analysis  &  Repor1ng   Workforce   Intelligence   43  
  • 44. Training Requirements Training Areas that Should be Covered: §  Preventing Harassment in the Workplace §  EEO/Preventing Discrimination Recruiting §  Fostering Diversity 60-250.44 § in the Workplace § 60-2.17(c) § 60-300.44 & Alcohol Awareness §  Drug Persons with Women & Screening Veterans for Managers §  ADA Disabilities Minorities §  Ethics for Public/Private Companies Selection §  Affirmative Action Promotion Disciplinary Action Required Content for Affirmative Action Program Required Content for Affirmative Action Program 44
  • 45. Recent OFCCP Request 45
  • 46. The Cost of Ineffective Training WHO   CASE   RESULT   § Stop selection T.D. Bank, N.A. Discovered procedures (Commerce Bank) Adverse Impact § New selection Mount Laurel, NJ procedures against females comply with UGESP § $15K toward management training § Settlement for $62,531.50 46
  • 47. Strategies to Enhance Your Diversity andAffirmative Action ProgramsQuestions for the audience: §  What type of data do you have access to? §  What type of reporting are you able to do today? What type of reporting would you like to incorporate into your process? §  Can you leverage technology to work smarter not harder? §  What would it be worth to your organization to be able to readily share this type of information with your staff? 47
  • 48. Thank You!For more information on Affirmative Action or EEO PlanningSolutions: Visit: www.peoplefluent.com Email: eeosales@peoplefluent.com Call: 800.782.1818, option 3 48
  • 49. Join Our Next TM WebinarThe Next Generation of Talent Management Strategy: Pay for Talent Tuesday, Dec. 6, 2011 •  TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at www.talentmgt.com/events Join the Talent Management magazine Network http://network.talentmgt.com/ #TMwebinar