Casapresentation
Upcoming SlideShare
Loading in...5
×
 

Casapresentation

on

  • 786 views

 

Statistics

Views

Total Views
786
Views on SlideShare
428
Embed Views
358

Actions

Likes
0
Downloads
0
Comments
1

3 Embeds 358

http://www.dpa.ca.gov 353
http://translate.googleusercontent.com 4
http://dpanet 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
  • The Workforce presentations are very interesting and would, not only help employers recruit a qualified labor force, but it will also help them assessing the current lafor force.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Casapresentation Casapresentation Presentation Transcript

  • CASA Presentation June 17, 2008 HR Modernization The Right People in The Right Jobs
  • California State Government One of the largest employers in the U.S.
  • The State’s Aging Workforce
  • Who’s eligible to leave in the next 5 years?
    • 35% of our current workforce, or roughly 80,000 employees
    • 49% of our managers and supervisors
    • 75% of our top leadership
  • What does our current workforce look like?
    • California State Employees by Generation
    13% 55% 29% 4% Traditionalists Baby Boomers Gen X Gen Y
  • 4 Generations in the Workforce
    • Traditionalists 62+
    • Baby Boomers 44-61
    • Generation X 26-43
    • Generation Y 8-25
  • Our Current HR System
    • Too many separate job classifications
    • Limited external recruitment
    • Application process is confusing
    • Hiring process is too slow and too complicated
    • Compensation program is not reflective of the labor market and too complex to administer
    • Performance management is not tied to business needs, nor is it consistently done
    • No statewide workforce plan to address anticipated labor shortages
  • Job Applicant Recruitment/Hiring - Today
    • What How Timeframe
    • 1. Identify specific class Website / contact departments Immediate – 1 month
    • 2. Locate test (s) announced SPB or depts. website / bulletin Immediate – 12 months
    • 3. File application to take test (s) On-line or mail application 1 – 3 hours
    • 4. Wait for test to be given Receive letter from SPB or dept. 1 day – 6 months
    • 5. Take test On-line / in-person 1 day
    • 6. Test results Letter from SPB / depts. 2 - 8 weeks
    • 7. Search for open positions SPB website / depts. announcement 1 day – 12 months
    • 8. Apply for specific position (s) Mail or in-person to SPB / depts. 1 day
    • 9. Hiring Interview/Bkgrd Check Departments 3 - 8 weeks
    • 10. Job Offer Departments Immediate
    • Total Time To Get a Position =
    • 6 weeks to 3 years
  • Job Applicant Recruitment/Hiring - Future What How Timeframe 1. Identify general occupation On-line 1-2 hours 2. File application On-line 1-3 hours 3. System match apps to openings On-line Immediate 4. Competitive Test with results On-line or Immediate In-person 1-30 days 5. Hiring Interview/Bkgrd Check In-person 1-30 days 6. Job Offer Telephone/In-person Immediate Total Time To Get a Position = 3 - 60 days
  • HR Modernization
    • An Automated Integrated System
    Fi$Cal
  • The Future
    • On-Line Testing
    • Competency-Based Hiring
    • Class Structure
    • Better Job Matches
    • Performance Evaluations
    • Training
    • Workforce Planning
  • The Grid             12             11             10             9 ADVANCED             8             7             6             5 JOURNEY             4             3             2             1 ENTRY Continuing Education (Not Permanent) Breadth of Experience Compe- tencies e.g. expert scientist Job Related Training Certificates Licenses E&Es MQs, Class Concept, Time in Grade   F E D C B A
  • Competencies
    • HR Modernization will take us from a duty-based system to a competency-based system.
  • When does HR Mod happen?
    • Last fall we got the team in place.
    • First occupational group model rollout will be in 2009. Final rollout 2014.
  •  
  •  
  • Questions? Thank you, Dave Gilb Mary Fernandez DPA SPB